Jordan has always been passionate about finance and worked hard to earn her finance MBA degree with top honors. She was thrilled when offered a position at one of the most prestigious financial firms in New York City and felt proud to represent her African American community in such a respected industry.

On her first day of work, her new colleagues excitedly welcomed her and Jordan felt a sense of belonging. However, this feeling was short-lived. As the only black female on her team, Jordan was constantly targeted with microaggressions. Her colleagues often made insensitive comments, such as assuming that she was the diversity hire or implying that she was only there to fill a quota. 

Initially, Jordan brushed off these comments and actions. However, over time, she began to feel the effects. She was constantly scrutinized and worked twice as hard to prove herself. Her confidence decreased and it became harder to assert herself in meetings. 

When she finally mustered the courage to speak up about her experience, Jordan expressed her concerns to the director. However, instead of taking her complaints seriously, her director dismissed them as a case of “imposter syndrome.” 

Jordan was shocked and hurt by this response. She worked hard to earn her place in the company and knew she could do her job well. The microaggressions were not a figment of her imagination but real discrimination that affected her mental health and job performance. Learn more about the Macro Effects of Microagressions.

Being told that she had imposter syndrome only added to her existing self-doubt.  It made her question whether the concerns were valid and whether she really belonged in her role. Rather than addressing the inequities, Jordan’s director resorted to gaslighting her with a syndrome theory. This was a mistake that could put Jordan and the organization at risk. Learn how to be a good leader with Bright Places Leadership Education Programs. 

The experience of being told she had imposter syndrome damaged Jordan’s confidence and self-esteem. She was being held to a different standard than her white colleagues, who were not experiencing the same microaggressions or being dismissed in the same way. 

It is true that the term “imposter syndrome” has been widely used to describe the feeling of inadequacy and self-doubt experienced by many individuals in the workplace, especially women and people of color. But does this term accurately capture the root causes of Jordan’s reactions? 

The Research Says 

One of the most common mental health conditions associated with traumatic experiences is post-traumatic stress disorder (PTSD). PTSD is a psychiatric disorder that can develop in individuals who have experienced or witnessed a traumatic event, such as sexual assault, physical violence, or combat. Symptoms of PTSD can include flashbacks, nightmares, anxiety, depression, and avoidance behavior.

While PTSD is often associated with combat veterans, it can also affect individuals who have experienced trauma in other contexts, including the workplace. For example, women, like Jordan, who have experienced harassment or discrimination at work, may develop symptoms of PTSD, such as anxiety and avoidance behavior, which can impact their ability to work effectively and advance in their careers.

Given the prevalence of workplace discrimination and harassment, it is important for employers and colleagues to be aware of the impact of these experiences on mental health and well-being. Instead of dismissing the feelings of inadequacy and self-doubt experienced by women and people of color as imposter syndrome, it is important to acknowledge the reality of their experiences and work to create a more inclusive and supportive workplace environment.

The Harvard Business Review recently published an article titled “Stop Telling Women They Have Imposter Syndrome,” which argues that the term “imposter syndrome” is problematic because it implies that the feelings of inadequacy and self-doubt are the result of an individual’s personal shortcomings, rather than the result of external factors such as discrimination and bias. The article calls for a shift in focus from individual-level interventions to address imposter syndrome to systemic-level interventions that address the root causes of workplace discrimination and harassment.

Too many experiences of women and people of color in the workplace are shaped by systemic discrimination and bias and profoundly impact mental health and well-being. Let’s call it out for what it is, stop labeling this Imposter Syndrome, acknowledge these PTSD-inducing experiences, and work to create a more inclusive and supportive workplace environment. Addressing workplace trauma’s root causes and promoting all employees’ mental health and well-being is the only way we ensure Jordan never has this experience again. 

The Matter of Facts 

The trauma that women and people of color experience in the workplace include: 

1. Sexual harassment and assault
2. Racial discrimination and bias
3. Gender discrimination and bias
4. Microaggressions, such as racist or sexist comments or gestures
5. Being passed over for promotions or job opportunities due to bias
6. Being paid less than colleagues due to bias
7. Being subjected to a hostile work environment due to bias or harassment. 

These experiences can profoundly impact an individual’s mental health and well-being and lead to symptoms of PTSD, anxiety, depression, and other mental health conditions.

Supporting Studies 

1. A study conducted by the Pew Research Center in 2017 found that 42% of women in the United States had experienced some form of gender discrimination in the workplace, including being paid less than men for the same work, being passed over for promotions, and experiencing sexual harassment. The study also found that women of color were more likely to experience multiple forms of discrimination, including racial and gender bias.

Pew Research Center study on gender discrimination in the workplace. 

2. A report by the U.S. Equal Employment Opportunity Commission (EEOC) found that harassment and discrimination were pervasive in the American workplace, with over one-third of women reporting some form of workplace harassment. The report also found that women of color were more likely to experience harassment and discrimination than white women.        

U.S. Equal Employment Opportunity Commission (EEOC) report on workplace harassment and discrimination.  

3. Research by the National Women’s Law Center found that women of color were more likely to experience multiple forms of discrimination in the workplace, including gender, racial, and ethnic bias. This can include being subjected to racist or sexist comments, being passed over for promotions or job opportunities, and being paid less than their white male colleagues.  

National Women’s Law Center report on multiple forms of discrimination experienced by women of color. 

4. A study published in the Journal of Occupational Health Psychology found that experiences of discrimination and harassment in the workplace were associated with symptoms of depression, anxiety, and stress in both men and women. However, women were more likely to report experiencing discrimination and harassment and were also more likely to experience negative mental health outcomes as a result.

Study published in the Journal of Occupational Health Psychology on discrimination and mental health outcomes.