“I Feel Like a Fraud”: Navigating Imposter Syndrome for Women in Data

Have you ever found yourself thinking along these lines?

“I’ll never be good enough.”

“If I ask a question, they’re going to find out how unqualified I am for this role.”

“Everyone in this room is so much smarter and deserves to be here. Why am I even in this room?”

“I’m the only woman … is that why I’m here?!”

If so, you’re not alone.

This post focuses on some of the driving factors behind the pervasiveness of imposter syndrome amongst data professionals, particularly women. We’ll also discuss some strategies you can use to begin addressing this issue head on.

(The lack of) gender diversity is hurting you in more ways than you realize.

Women represent only 26% of all data and analytics professionals, according to a 2023 report. In 2019, 1 in 4 data teams reported having no women on board at all.

In entry level roles, we fare slightly better (it’s still not good), representing about 36% of the population. We make up an appalling 18% of VP roles across the industry.

So if you’re ever wondering why it feels like you’re often the “odd one out” in the room, you’re not imagining things. You are.

Unfortunately, underrepresentation can lead to imposter syndrome amongst women, and that applies to women in data roles and data leadership. Being the only one in the room can make you consciously or unconsciously feel a drive to prove your worth in what can feel like an exclusive club.

This is a crappy situation to be in and it’s not your fault. It’s an uphill battle to fight against societal norms that have been put in place and struggle with a huge level of inertia to reverse. So you need some way to push back against it yourself and protect yourself from some of the negative results, like imposter syndrome.

Here are a few strategies you can try to mitigate some of these challenges:

• Find a support group: It is hard to be underrepresented in the workplace. You may not be in charge of hiring decisions to improve diversity. Connecting with other women in the data profession can help you feel like you’re less alone, foster a sense of belonging, and let you share experiences and advice. Look for professional organizations or meetups virtually or remotely.

• Work with a mentor or a coach: It can really help to have the direct guidance of someone who has “been there” before. As you develop a rapport over time, they can help you with food for thought, tools, and feedback delivered in a frank and honest way.

• Be mindful of your narrative: Pay attention to how you talk about yourself, both your inner voice and what you say/do at work. Challenge negative self-talk. The more you tell yourself “I don’t belong”, the higher chance that attitude begins to seep out into your words and actions. Examine your presence at work: do you appear confident, is your language direct and clear?

Being a new data professional and the drive to prove oneself

You just finished a grueling program and you’ve successfully landed that first job in the data field. Phew! But soon after you start work, doubts creep in. Maybe you got off on the wrong foot in one of your first meetings, or you feel intimidated by some of the other new hires who have a Masters or a PhD.

You feel thrown into the deep end, eager to take on assignments to show your mettle. Things are hard and a lot more ambiguous than what you’re used to in the academic setting. And there’s a lot more pressure because you’ve been asked to work on data projects that have a real impact on the company’s operation. But you feel so stupid asking questions and decide that you’ll just figure it out.

This is a surefire way for things to spiral out of control, and fast. It only takes one bad assumption to waste a ton of work, piss off the stakeholder, and erode trust in you. It can begin to perpetuate in a dangerous cycle: now instead of being perceived as inexperienced, you could be seen as being arrogant, untrustworthy, or out of touch. This is a hole that is very challenging to dig yourself out of.

Here are a few strategies you can try to mitigate some of these challenges:

• Tackle your fear of asking questions: Asking clarifying questions isn’t a sign of anything except that you need to clarify something. The act of admitting an area where you lack knowledge isn’t a moral failing (even if it feels that way!). In fact, it can show people that you are curious and respect their work. Even after almost 20 years of work experience, I ask a lot of questions of my clients. The result is less rework, a higher chance that I’ll get things right, and a satisfied customer.

• Approach your manager: When you’re new in the field, it’s helpful to have the support of your manager or supervisor – whoever is tasked with your development at work. Assuming you are not working in a toxic environment, build a working relationship where you feel comfortable asking questions of your manager, and even get their advice on interacting with stakeholders across the company the most effectively.

Being mid-career and feeling the pressure to upskill

Technology is moving at a breakneck pace and the data field is no exception. The environment that we’re working in today is very different than if you graduated, say, in 2007. Back then, AI and machine learning was akin to science fiction. (My mid-2000s Marketing education included strategies for newsprint ad spend and clicks on online banner ads – food for thought!)

There’s a constant influx of new grads with fresh, highly technical skillsets and a mindset of constant hustle in the workplace. Mid-career data professionals can feel a sense of imposter syndrome amongst all of these “whippersnappers” whose technical skillset far exceed our own. The pressure can further exacerbate feelings of not belonging, as we fear we can’t keep up with where the industry is going.

I see this in clients who have concluded that they can’t compete, and now are 10 years into their data career and trying to build a Github in their spare time because all the new grads are doing it too. They feel they don’t have the adequate skillset to exist in the space (despite succeeding in their roles!) and feel out of place. They see new grads coming in with PhDs and wonder how relevant someone without a PhD can be in the role.

Let’s be clear, these are people who are not trying to pivot into a new field, but to stay in their existing field and are attempting to upgrade their technical skills. They come to me and say they feel burned out and I believe them.

Remember that data is a rapidly evolving field and it’s natural and expected that formal education is going to increase as the practice matures. Those who have been in the field for 10-15 years are going to have hard-won experience, while newer grads into the industry will have designations and education that didn’t even exist before. Even if it feels like you don’t bring value, I guarantee that you have a unique offering and belong in the room.

What can you do to tackle imposter syndrome that stems from the intense pressure to upskill?

• Inventory your KSAs (Knowledge/Skills/Abilities): First, acknowledge that your experience and skillsets you’ve developed already have great value and can’t be replicated easily by new grads.

• Evaluate your skills gaps objectively: Instead of feeling the pressure to learn every new technology (which isn’t even possible), assess your skills inventory against your target role/field. Prioritize learning strategically. Reach out in your support network and find out what courses have served people well.

• Use your company’s training budget: Get trained on company time. If you’re fortunate to have access to a training budget, use it. So many clients have come to me spending their own resources and spare time to upskill, only to find out later that they have missed out on thousands of dollars of resources for training, books, and conference attendance.

A coach can help you to take objective stock of your technical and non-technical skills inventory and help you to develop a plan to address skill gaps.  

Cultural upbringing and imposter syndrome (OR: I am a Japanese woman and feel imposter syndrome all the time!)

I can’t really write a piece on imposter syndrome without acknowledging how my cultural upbringing impacted my views about myself.

Growing up Japanese Canadian, I always felt the tension of being tugged in several directions at once: a desire for high achievement and perfection warring against the ideal to be as unassuming, modest, and humble about my skills.

On the one hand, I have constantly pushed myself to extremely high standards of performance in all areas of my life. At times, this resulted in crippling fear of failure and a healthy dose of self-doubt. I feared that people around me would realize that I was stupid and incompetent, and that my on-the-job training in analytics would reveal me to be a total fraud. So I worked twice as hard, being rewarded for excellent results.

On the other hand, I was taught as a Japanese woman that my role is to be behind the scenes, unseen and quiet, and that I am not entitled to being front and centre.

At 13, I was told that I would make an excellent support for my husband who would be very successful in his career because of my work at home. NOTE: While I do feel a great sense of pride in supporting my partner in his career 25 years later, I can do that AND own my own business. Oh, and he supports me too. That was clearly expressed to me as Not An Option by the fellow who told a 13 year old that she’d never lead a company.

This has made it challenging for me to embrace my achievements and underestimate my capabilities, and I struggle to hear any form of positive feedback because part of me literally believes I don’t deserve it.

Finally, back to representation: on top of being a woman in a male-dominated field, I’ve been an Asian woman in a white-dominated field. There’s not a lot of people like me to look to as role models, and that has further exacerbated the persistent feelings that I don’t belong in the room.

Does this ring true for you? Did your cultural upbringing affect your perception of your values and worth? Understanding how your upbringing and socialization can help you unpack some of the root causes of your imposter syndrome.

Here’s what has helped me to address some of these challenges – and it’s a journey.

• Culturally informed support: Working with a therapist or mentor who understands what it’s like to grow up with your unique cultural perspective helps give a view into some of these deep-rooted beliefs that rear their head. Some advice can be too generic or one-size-doesn’t-fit-people-of-colour. While people can be well-meaning, they can oversimplify the impact of cultural norms – especially if you grew up in Canada experiencing a hybrid of Canadian and non-Canadian norms.

• Get comfortable failing: Failure is unavoidable. Fear of failure is one of the roots of my imposter syndrome.
  For me, practicing failure in a safe environment makes me more confident to fail in real life. Exposing myself to small failures reminds me that I can overcome challenges and practice in order to improve and get better at a skill. That’s one of the reasons I love dancing classical ballet as an adult. It’s hard – so hard- and every class, I fail at something at least once. Ballet is challenging and demands attention to detail and precision. When I fall out of a pirouette in front of the class, I have another shot to try the turn again in a few counts. It’s less scary when I realize I can fail without the entire world falling apart. Finding a practice that lets you practice failing can help you feel more confident about the inevitability of failure in your professional life.

Final thoughts on imposter syndrome for data professionals

Imposter syndrome is a multifaceted issue and it can stem from many places – gender or racial imbalances in the workplace, your level of experience, pressures in the industry, or your upbringing. By identifying and working on strategies to address your imposter syndrome, you can begin working toward overcoming self-doubt and really enjoying your career in data.

Looking for more support to conquer imposter syndrome and elevate your data career? As a coach specializing in working with data professionals, I’m here to help you unlock your full potential and achieve your professional goals. Let’s work together to turn your self-doubt into confidence!