Impostor Syndrome: Understanding the Gender Gap and Strategies for Self-Belief

By Prof. Lesley Braun

A few years ago, I attended a workshop for emerging women leaders. Out of 30 participants, 29 shared that they had experienced impostor syndrome. They assumed every female speaker had faced it as well, and they were seeking guidance on how to navigate it. What struck me was how matter-of-factly these young women described the experience, almost as if it were a predictable rite of passage rather than the meaningful psychological signal it truly represents.

What surprised me even more was the contrast in the room. Nearly all the facilitators and speakers who were women over 50, many of whom had built distinguished careers in traditionally male-dominated industries, said they had never identified with the term. That contrast prompted me to reflect more deeply.

Why had impostor syndrome become so prevalent among these younger women here? And would a group of male leaders at a similar event have described their experiences in the same way?

The New Norm: Why Young Leaders are Talking About Impostor Syndrome

Upon deeper reflection, I realized that many of the more mature women in the room likely lacked the language and conceptual frameworks to articulate what we experienced earlier in our careers. 

It is not that we were immune to self-doubt or the internal pressures associated with professional growth, but rather that the terminology and the broader cultural dialogue around identity, confidence and gender equity had not yet entered mainstream discourse. 

Today, these conversations are far more visible and multidimensional, shaped by a wider range of perspectives and a stronger collective vocabulary for experiences that once went largely unnamed.

What is the Impostor Phenomenon?

Impostor syndrome is not a new concept. First described in 1978 as “Impostor Phenomenon” (IP), it refers to high-achieving individuals who persistently question their competence and attribute their success to external factors rather than their own intelligence, skill or capability. Achievements are often explained away as the result of luck, timing, effort alone or the support of others. Beneath this cognitive pattern sits a deeper emotional current — a lingering fear of being exposed as a fraud and ultimately “found out.”¹

It’s not rare. One survey found:

• 72% of women experience impostor feelings at work
• 29% feel it in social settings
• 24% say it affects romantic relationships
• 22% believe it prevents them from making new friends

While many people find reassurance in knowing they are not alone, this normalization can sometimes lead to quiet acceptance rather than constructive resolution. Persistent impostor tendencies are not benign as they can quietly sabotage careers, relationships and well-being.

How Impostor Syndrome Affects Your Career and Well-being

At a behavioral level, the insecurity underlying IP often manifests in protective and self-limiting patterns, such as avoiding visibility, withholding authentic perspectives or tempering ambition to reduce perceived risk of failure. Over time, this can diminish self-esteem and constrain professional growth by discouraging risk-taking, speaking up or pursuing advancement opportunities. 

In leadership contexts, impostor-driven behaviors may present as procrastination, indecision or emotional distancing, which can inadvertently weaken trust and collaboration. In more pronounced cases, persistent impostor tendencies are associated with increased stress, anxiety and burnout. 

Notably, these patterns are not confined to senior professionals as they are also observed across high school, university and early-career stages, where identity formation and performance pressures intersect.

Is Impostor Syndrome More Common in Women?

The short answer is yes, more women experience IP than men. They also experience it more intensely, but not exclusively, as some men feel it too. A 2024 scientific review of 108 studies involving over 40,000 people confirmed the gender gap across business, health care and academia and across time periods. The analysis included studies across North America, Europe and Asia.¹ 

While the concept of IP emerged in the late 70’s, a time marked by societal perceptions of women as less intelligent and competent, its persistence as a predominantly female experience is curious. 

This perception was arguably validated by the limited number of women in prestigious college courses and leadership roles, with U.S. opinion polls at the time indicating fewer than 25% of medical students were women.² 

However, societal views have shifted significantly, with later polls demonstrating that women are now seen as equally intelligent, and in some domains, more competent than men, and they also surpass men in obtaining bachelor's, master's and doctoral degrees.³ Despite these changes, IP remains a largely female phenomenon.

Why Does Impostor Syndrome Still Disproportionately Affect Women?

The reasons are multilayered and involve both external and internal factors. Cultural stereotypes and societal conditioning are major factors that lead women to be expected to be modest and, at times, understated. Pressure to outperform men and meet higher standards to be seen as equally competent can feed into the pressure to achieve perfection, which carries self-doubt. 

A workplace where women feel less visible and validated, or not equally credited and heard, adds to inadequacy. And when female leaders attribute their success to luck or others rather than credit their own skill and tenacity, it reinforces the behavior. 

Clearly, bias doesn’t vanish with progress; it evolves. And while external factors can be addressed or removed, internal doubt can linger on. 

Addressing Impostor Syndrome: Solutions for Workplaces and Society

Ultimately, it is crucial to address societal stereotypes that unfairly label confident women as arrogant or assertive women as pushy. Women tend to be penalized for displaying these traits while men are rewarded and celebrated for being outwardly confident, commanding, assertive and quick-thinking. 

The answer to overcoming impostor syndrome is to create an environment that fosters a variety of leadership styles, which may not fit the typical mold of strong, dominant and masculine. Workplaces should expand performance systems to acknowledge and embrace other types of leadership strengths and traits, like collaboration, empathy and adaptability.

Lastly, how can we, as a society, employers, teachers, colleagues and parents help channel self-doubt into positive motivation? 

Creating an Inclusive Environment: Rewarding Diverse Leadership Traits

We should collectively foster environments where girls and women are encouraged to take intellectual risks and celebrate progress without the pressure of perfection to help overcome the inertia of inaction and poor self-belief. 

Normalize failure and vulnerability, where setbacks and mistakes are reframed as learning opportunities rather than evidence of incompetence. 

Mentorship also plays a vital role by providing a safe space for women to connect, share their experiences and receive practical strategies and real-world examples.

Cultivating and curating teams to be smaller so everyone has the space to have a voice, and encouraging a collaborative environment that welcomes diverse perspectives. 

When I think back to that night at the workshop, and reflect on why IP didn’t shape our paths, several common themes emerged: 

• We believed in our ability to learn and didn’t expect to be perfect on day one (or ever). 
• We recognized our progress along the learning curve, seeing small wins as evidence of progress. 
• We focused on running our own race and not comparing ourselves to others.  
• And finally, we had people who lifted us up, recognized our wins and reminded us of our worth

5 Steps to Overcome Impostor Syndrome and Build Confidence

There’s work to be done out there in the world, though here are some practical strategies to help shift the narrative on an individual level:

1. Acknowledge your skills and abilities

Start naming what you’re good at, what skills you’ve learned. Journal it privately or share it with others. While some communities promote humility, this is not admirable when it masks the truth. Instead, embracing your accomplishments builds self-esteem and confidence.

2. Celebrate wins

Marking your accomplishments with a special meal, a personal treat or simply texting a friend to reflect, recognize and savor the moment of satisfaction and joy. 

3. Reframe negative self-talk

Affirmations can redirect focus and change your self-talk. Remember to be kind to yourself and speak to yourself more like a coach than a critic. For example, instead of saying “I don’t know enough,” try “I’m learning fast.” 

4. Stop comparing yourself to others. 

Everyone’s timeline, opportunities and challenges are different. Instead of measuring yourself against others, track how far you’ve come, what you’ve learned, how you’ve grown and the resilience you’ve built. Use others for inspiration, not evaluation, and keep your attention on your own path forward.

5. Create an "Achievement Box"

Collect screenshots, thank you notes, photos, awards, personal reflections and feedback. When self-doubt creeps in ("I'm not good at anything," or "I can't do this"), open it. Let it remind you of your personal power and progress.

At Sparkle Wellness, we are dedicated to empowering women to recognize their strengths, actively engage in their well-being journeys, make informed decisions and remain open to continuous learning. Believing in your ability to make positive changes to be able to lead a vibrant, active life is essential. Our scientific approach demonstrates that transformation takes time, but it is achievable.

And within our business, women are represented and given a voice at all levels, playing key roles in product development, manufacturing, finance and science. Bringing knowledge, skills and know-how together with people from different backgrounds and lived experiences makes us stronger together. 

References 

1. Price, Halcomb, Payne. Gender differences in impostor phenomenon: A meta-analytic review. Curr Res Behav Sci. 2024;7:100155. doi:10.1016/j.crbeha.2024.100155 
2. Association of American Medical Colleges. FACTS: matriculants, enrollments, graduates, MD-PhD, and residency applicants data. Published 2023. Accessed February 24, 2026. https://www.aamc.org/data-reports/students-residents/report/facts
3.  Eagly AH, Nater C, Miller DI, Kaufmann M, Sczesny S. Gender stereotypes have changed: A cross-temporal meta-analysis of U.S. public opinion polls from 1946 to 2018. Am Psychol. 2020;75(3):301-315. doi:10.1037/amp0000494