Women remain underrepresented in leadership positions, a disparity influenced by multiple factors including the prevalence of Imposter Syndrome. This phenomenon can lead women to underestimate their capabilities, resulting in hesitancy to pursue or accept career opportunities. Studies show that employing both individual approaches and organizational frameworks, such as mentorship programs, can effectively reduce the effects of Imposter Syndrome. A panel of five members from the CFHA Women in Leadership workgroup will present research-based evidence on this subject, followed by personal accounts detailing their strategies for addressing Imposter Syndrome throughout their professional journeys.
Liz Nikol, DBH, LCSW, A-CBT
Sara Green-Otero, LCSW-S, CSWM
Sharon Black, PhD, LISW-CP/S
Kirsten Infinger, LICSW
Laura Shultz, PsyD, ABPP
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Martin, S., Foster, L. (2025) ‘Impostor Syndrome’ isn’t What You Think. And That’s a Good Thing. UVA Darden Ideas to Action. https://ideas.darden.virginia.edu/workplace-impostor-thoughts
Clark, P., Holden, C., Russell, M., & Downs, H. (2022). The Impostor Phenomenon in Mental Health Professionals: Relationships Among Compassion Fatigue, Burnout, and Compassion Satisfaction. Contemporary Family Therapy. https://pmc.ncbi.nlm.nih.gov/articles/PMC8085648/
Tulshyan, J., Burey, A. (2021) Stop Telling Women They Have Imposter Syndrome. Harvard Business Review. https://hbr.org/2021/02/stop-telling-women-they-have-imposter-syndrome
Tewfik, B. (2022) The Impostor Phenomenon Revisited: Examining the Relationship Between Workplace Impostor Thoughts and Interpersonal Effectiveness at Work. Academy of Management Journal. https://journals.aom.org/doi/abs/10.5465/amj.2020.1627?journalCode=amj