I am proud of the work that CIHT has done in the EDI space over recent years and really pleased that earlier this year our EDI Panel approved a Strategy and 5-year action plan to guide our activities going forward. We must never be complacent and always strive to do more and extend our reach and I was therefore delighted to be able to chair our recent webinar celebrating International Women in Engineering Day and exploring ‘Overcoming Imposter Syndrome’. Thank you to everyone who came along and a  special thanks to the speakers, CIHT's immediate past President Deborah Sims, Helen Samuels of Kier Construction and Managing Director of EKFB and Helen Townend, Technical Director of Equality, Diversity and Inclusion at Amey.   

In this webinar the speakers explored their own experiences of imposter syndrome, it’s impact and identified a range of positive coping mechanisms for individuals. 

Our EDI Manager Emma Carruthers very helpfully introduced the origins of the concept of so called ‘imposter phenomenon’, how it has evolved more recently as well as the vitality of individuals across the sector stepping forward in authentic support of anyone experiencing imposter syndrome – and in tackling wider systemic gender bias. Emma’s closing assertion included ‘by breaking the cycle of imposter syndrome internally and in driving positive, meaningful and sustained change within workplaces we can and should collectively alter structures and systems to make them more welcoming and accepting (well beyond just tolerating) of women to create a genuine sense of belonging – as it indeed should be’.  

The webinar covered: 

Origins of imposter syndrome 

• Q&A with speakers from across the sector on their personal and professional experiences of imposter syndrome 
• Video recording from our immediate past President Deborah Sims 
• Interactive polls on delegates experiences of imposter syndrome as well as confidence levels in identifying and applying positive coping strategies 

 In a senior exec meeting where a woman might articulate a good point that is overlooked, but then is offered by a male and is revered.  Agree that this is a knock to confidence, but what do you think is the long-term effect on your credibility.  What if this keeps happening?  Do you ever correct, or do you let it go?  

You could: 

Assert how you had already made that point earlier, you could do the same and add that you would like (and deserve) the acknowledgement and credit.  

Address this with the individual that overlooked you or acknowledged the male who offered your point later on – share how you were overlooked and how it has impacted you.  

Contact the person who raised and took the subsequent credit for your point.  

Identify and discuss this with an ally who may attend future meetings with that very same group of people - and request their support in practice. 

It's commonly known that men are much more likely to ask for a promotion or pay rise than women. Do you have any tips on knowing your worth and being able to communicate that to senior management? 

Benchmark your current and potential salary against identical or similar roles within similar organisations 

Consider your: length of service, continuity of service, skills, knowledge, qualifications, and achievements - noting evidence of outcomes such as increased profit, savings, innovation etc that you have achieved. 

Note the disparity between pay and request a rise to bring your salary in line with others - including your male counterparts (if you have evidence of this)  

Utilise any supervisions or appraisals to open up a conversation about your career progression aspirations.  

Identify an ally or mentor and work with them to build your confidence and skill in broaching the subject so that any reference to or formal request for a promotion or pay rise lands with the same level of esteem as it may do from your male counterparts.  

I have not progressed in my career as quickly as the men because I have had time off for maternity leave and I work part time - do you have any advice on this? 

Find out if your organisation (or prospective employer) has any policy related to flexible working.  

When reading job and person specifications consider that (even if the documents don't explicitly reference part time/reduced/condensed hours/flexible working) you can still apply and ask about this or ask about it before applying. The organisation may not have considered this or omitted to reference it with the job advert and your organisation could consider a job-share or other alternatives.  

Don't assume that you can't progress your career - employers are making progress in terms of their employment and recruitment practices, to attract the best people to roles. 

What was the name of the book that Deborah (Sims) recommended please?  

‘Invisible Women’, by campaigner and writer Caroline Criado Perez. I would highly recommend reading this eye-opening book. Our President Neil Johnstone has indeed read and shared his insight from it – it’s great to see a male ally demonstrating genuine interest and support to women in and considering a career in the sector. 

Can the speakers share a point, early in their careers which were a positive turning point which increased their confidence? 

Having a supportive manager, being encouraged to go for and gaining a promotion, receiving (and accepting) credit for results, awards, and achievements - all increasing confidence.  

You are right to highlight that imposter syndrome is felt by men as well as women: in the context of imposter syndrome what is the one thing that male colleagues can do to better support female colleagues? 

Speak out in support of your colleagues who identify as female, coach women, remind them of their achievements, proven skills, and career prospects, support them to overcome imposter syndrome also by changing any practices, policies and structures that create or reinforce it to the next generation become a STEM ambassador or volunteer with CIHT as a mentor or reviewer. 

(Please note that the above content is based on personal experiences and perspectives of event speakers and CIHT representatives who are experts by lived experience - not in professional psychology or clinical expert opinion/research).