Tackling Imposter Phenomenon in the tech workplace
Imposter Phenomenon is more common in the tech industry that you might think. Find out how employers can support tech workers in overcoming this challenge.
7 in 10 workers have experienced Imposter feelings at some point, according to research from our sister brand Totaljobs. Despite how common this fear is, it’s one of the most misunderstood challenges faced in the modern workplace.
Covid-19 has had an impact on how workers see themselves and how they believe they are perceived by others. With 71% of furloughed or redundant workers feel like an ‘imposter’ in their role, it is important for employers to support candidates with this feelings in order to smoothly onboard them and help them continue their careers.
In the ever-evolving tech sector, Imposter Phenomenon is an ever-present challenge, despite the lack of conversation around the subject. Let’s take a closer look at the impact this psychological pattern could have on employee wellbeing and the tech industry in general.
What is Imposter Phenomenon?
Imposter Phenomenon, which is often (mistakenly) referred to as ‘Imposter Syndrome’, is an internal experience where people believe they are not as competent as others. It can manifest in many different ways and have a negative impact on people’s personal and professional lives.
Imposter phenomenon isn’t just simply ‘self-doubt’, which fades as we gain more experience. It’s a trick of the mind that’s far more complex and persistent. It can hold us hostage time and time again, even when we have a track record of success.
Since Covid-19 emerged in March 2020, people in all industries have had to navigate new challenges in the way they live and work. For those with imposter feelings, there’s an added pressure to achieve more following the pandemic. On top of this, research showed that those with Imposter feelings have put pressure on themselves to get more done following the Covid-19 outbreak:
- 40% are working harder because of anxiety about the quality of their work
- 39% are working longer hours
- 38% spent more time on the detail of a task than necessary
- 35% avoid taking sick days or annual leave
- 35% over-prepared for a work situation
- 30% have put things off
- 21% have missed deadlines
Who is most affected by Imposter Phenomenon?
Imposter phenomenon can affect anyone at any stage in their career, but Totaljobs’ research reveals that those most impacted are women, the LGBTQ community, Generation X and millennials. Whereas men, baby boomers and those who identify as straight are less likely to experience the phenomenon.
Every day, up and down the country, millions of people are batting away praise, diminishing their own achievements and setting increasingly unrealistic standards for themselves. Women, in particular, may experience the “double whammy” of being both disadvantaged in the workplace and held back by their own involuntary sense of not being good enough. Take all these factors together and Imposter Phenomenon is seriously damaging our careers, blocking potential promotions, pay rises and ultimately any enjoyment that we might get out of going to work.
In many workplace cultures, Imposter Phenomenon is exacerbated for those in marginalised groups. CWJobs’ report on Women in IT, found that most respondents (87%) agree that there is a gender imbalance weighted in favour of men in IT and tech roles. Likewise, according to recent research from Lean In, for every 100 men promoted to management, only 72 women experience the same thing.
The lack of role models for marginalised groups in tech has a significant impact on how people feel about their belonging in the workplace. Without this representation, there’s no signal that advancement in the industry is possible.
The impact of imposter phenomenon on the UK tech industry
As the tech industry shows signs of recovery, the need for skilled candidates is higher than ever. There are already a number of reasons for the UK’s tech skills shortage. A lack of diversity and inclusion in the sector and a lack of education around tech as a career option are two. And when coupled with Imposter Phenomenon, there’s a real risk that the skills gap could widen further unless the issue is addressed.
In a year of constant uncertainty and change, recruiters need to understand what might impact someone’s decision not to apply for a role. These barriers need to be dealt with and any concerns from new hires and existing employees need to discussed openly.
Imposter phenomenon can manifest in different ways but stress, burnout, anxiety and depression are some of the most common symptoms. At CWJobs’, we’ve written before about how the fast-paced and competitive nature of the tech industry makes IT workers particularly vulnerable to workplace stress.
We concluded that companies need to have support strategies in place to help employees cope with feelings of overwhelm and burnout.
Actions for employers to address Imposter Phenomenon
Write clear job descriptions
The first step to addressing imposter phenomenon is to encourage discussions around the subject. Employers should take the initiative to raise awareness about it and reassure employees that they’re able to support them.
The issue also needs to be addressed early, at the recruitment stage. Totaljobs’ research finds that when starting a new job, or getting an internal promotion, over 60% of workers say they have felt less like a fake when the job description highlights what’s expected of them. Employers should therefore try to include specific information about working hours, roles and responsibilities and duties in order to set clear boundaries.
Tailor your feedback
The research also reveals that 50% of workers say that specific feedback about their work and how they’re doing makes them feel less like an imposter. Employers should make a point of highlighting employees’ achievements and making them feel like their efforts are appreciated.
Promote diversity & inclusion
Employers should also aim to put diversity and inclusion policies into practice. According to the CIPD, before Covid-19, 14% of employers put diversity and inclusion in their top three HR priorities, compared to just 5% one month into lockdown. Keeping inclusion on the business agenda is vital to ensuring that minority communities feel represented in the workplace and are less likely to feel like an imposter.
Likewise, highlighting diverse role models, particularly in the male-dominated tech sector, shows minority groups that advancement in the industry is possible.
At CWJobs, our industry partnerships and research findings are a powerful tool for helping recruiters create engaging job ads that really speak to the right candidates. Investing in employer branding is also important for helping companies stand out in these challenging times and showing candidates how they will be supported.