URiMs and Imposter Syndrome: Symptoms of Inhospitable Work Environments?

Diana N. Carvajal · Lawrence D. Reid · Ruth Enid Zambrana

19 citations0/0 files storedFamily Medicine

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Diversity and Career in Medicine Career Development and Diversity Healthcare professionals’ stress and burnout

Abstract

BACKGROUND AND OBJECTIVES: Workforce diversity is associated with improved health outcomes. Currently, primary care physicians who are underrepresented in medicine (URiM) disproportionately work in underserved areas. Increasingly, URiM faculty describe experiencing imposter syndrome (IS), including a sense of not belonging in their work environment and a lack of recognition. Studies of IS among family medicine faculty are not prevalent nor are the factors most associated with IS among URiMs and non-URiMs. The objectives of our study were to (1) determine prevalence of IS among URiM faculty compared to non-URiM faculty; (2) determine factors associated with IS among both URiM and non-URiM faculty. METHODS: Four hundred thirty participants completed anonymous, electronic surveys. We measured IS using a 20-item validated scale. RESULTS: Among all respondents, 43% reported frequent/intense IS. URiMs were not more likely than non-URiMs to report IS. Factors independently associated with IS for both URiM and non-URiM respondents include inadequate mentorship (P<.05) and poor professional belonging (P<.05). However, inadequate mentorship, low professional integration and belonging, and racial/ethnic discrimination-based exclusion from professional opportunities (all P<.05) were more prevalent among URiMs than non-URiMs. CONCLUSIONS: While URiMs are not more likely than non-URiMS to experience frequent/intense IS, they are more likely to report racial/ethnic discrimination, inadequate mentorship, and low professional integration and belonging. These factors are associated with IS and may be reflective of how institutionalized racism impedes mentorship and optimal professional integration, which may be internalized and perceived as IS among URiM faculty. Yet, URiM career success in academic medicine is crucial for achieving health equity.

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References

1978The imposter phenomenon in high achieving women: Dynamics and therapeutic intervention.2015Addressing disparities in academic medicine: what of the minority tax?2019Prevalence, Predictors, and Treatment of Impostor Syndrome: a Systematic Review 2013Minority Physicians’ Role in the Care of Underserved Patients 1995Validation of the Clance Imposter Phenomenon Scale 2013Mentoring Programs for Physicians in Academic Medicine 2013An Examination of the Impact of Minority Status Stress and Impostor Feelings on the Mental Health of Diverse Ethnic Minority College Students 2013Mentoring Programs for Underrepresented Minority Faculty in Academic Medical Centers

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2025Introducing the intruder paradox: “It's not the imposter syndrome, it's you don't want me in the field”

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