Whilst imposter syndrome, defined as a feeling of self-doubt that you don’t have the expertise or qualities for your job, is rife across the world of work today, it is most notable for women working within the technology sector.

According to new research from Hays, based on a survey with over 8,000 responses, almost two thirds (64%) of technology professionals have experienced feelings of imposter syndrome at some point during their career, with close to a quarter (22%) saying they’ve experienced these feelings often.

Imposter syndrome affects women (68%) working across tech more so than men (61%) and individuals working within the private sector are slightly more impacted (65%) than those within the public sector (61%).

Tech professionals face imposter syndrome most 

Technology appears to be the industry most affected by imposter syndrome, with 64% of professionals reporting feelings of self-doubt. This is followed closely by accountancy and finance at 61%, engineering at 50%, construction and property at 49%, and marketing at 46%

On top of this, over a third (36%) of those working across tech believe their experiences of imposter syndrome have become more frequent as their career progressed.

Amanda Whicher, Technology Director at Hays UK&I, comments: “As technology evolves at such a rapid pace and professionals race against the clock to keep up with these changes, it’s no wonder that imposter syndrome creeps in.  

“However, it’s important to remember that we too are constantly evolving; whilst imposter syndrome often stems from a fear of not having enough technical expertise, talented tech professionals bring a whole host of soft skills to the workforce that are continually developing as they progress their career.  

“We cannot overlook the fact that more women doubt what they are capable of than men. This imposter syndrome imbalance both stems from and exacerbates the lack of female representation across the tech sector, so it’s crucial that we take the necessary steps to overcome this phenomenon. 

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“Firstly, recognise that imposter syndrome is not a reflection of reality but a negative feeling from your inner critic. Secondly, focus on your strengths and achievements to improve your confidence. Thirdly, embrace imperfection and be willing to make mistakes as they are an opportunity to learn and grow.

Similarly, employers have a vital part to play in celebrating the successes of their workforce and rewarding them accordingly, so they feel less like imposters and more like worthy and valued members of the team.”