Zaheer Ahmad knows a thing or two about empowering diverse and inclusive teams. At the time of this May 2021 webinar, he was Global Head of Inclusion and Diversity, Consumer Healthcare at GSK. He has won numerous diversity and equality awards, both in his native England and internationally. His perspective is especially valuable for anyone working to advance diversity in market research.
In Women in Research’s (WIRe) “Reflection, Resilience, and Elevation: Empowering Diverse Teams” webinar, Zaheer spoke frankly with the WIRe community. Describing a past promotion, he recalled, “I thought yes, this must be it. Right place, right time.”
However, Zaheer admits his self-esteem stayed low while he was caught in a cycle of what he calls imposter “phenomena.” As he put it, “Imposter syndrome/phenomena is very real for many people.”
Imposter Syndrome at Work Is Still a Hot Topic
Imposter syndrome at work affects far more than millennials. It’s the feeling of doubting yourself and crediting your success to luck. The panelists, from inside and outside the industry, discussed it alongside several other topics. Each had a different take on what it meant to them, if anything at all.
Hearing a successful, eloquent leader like Zaheer speak so openly gives hope to anyone who struggles with imposter syndrome. In addition, it speaks to anyone who feels they stand out from the “norm” at work.
A key goal of the webinar was to help leaders tackle these feelings in themselves and their teams. As a result, two common themes emerged.
Own Your Identity – You Will Be Better for It
Strong teams rely on empowered individuals who bring their uniqueness to the table.
Rebecca Vega, then Customer Business Manager, ULTA at Unilever, pointed out that what companies look for in new talent has changed for the better. Today, companies hire you for the authentic you, not your ability to conform to the company suit.
Similarly, Bianca Pryor, then VP at BET, shared a personal example. When she moved into a higher position with higher-stakes meetings, she credited her success to knowing “acutely who I was” and the work she had put in. That self-knowledge helped her move forward in her career. “I wasn’t going to let any of my chosen identities be the reason why I wasn’t promoted,” Bianca said.
The takeaway: stay true to your needs, quirks, and personality, and acknowledge how your experiences have shaped you. When you do, you’ll thrive in an inclusive workplace culture that embraces your contributions and helps you reach your professional and personal goals.
Expand the Definition of Inclusivity
In an inclusive workplace culture, people can truly be themselves. For example, webinar host Shazia Ali, a qualitative researcher with over 20 years of experience, referenced a study that showed a strong link between inclusive workplaces and more engaged, productive employees. That link matters for diversity in market research, too.
The panel stressed that inclusivity today needs to go beyond traditional areas like skin colour, religious beliefs, or sexual orientation. Zaheer describes a modern understanding of inclusivity as “universality.” For example, it means including junior employees. It also means ending the belief that younger colleagues must work longer, harder hours to prove themselves.
Bianca also pointed to maternity and parental leave laws. She called them outdated and in need of revision so new parents get appropriate time with their newborns.
Why Leadership Makes the Difference
The panel agreed that imposter syndrome is real. It can seriously damage a person’s confidence and performance, no matter how much praise or success they receive.
That’s why leaders need to pay attention to their team members’ mindsets. When they do, they help people overcome obstacles that might otherwise hold back their careers. After all, working alongside supportive colleagues every day should ease feelings of isolation, not add to them. This is where strong leadership has a trickle-down effect across teams.
6 Ways Leaders Can Help Teams Beat Imposter Syndrome at Work
So how do strong leaders emerge? From other strong leaders, of course! The panel shared how to support engaged, productive employees who will one day become leaders themselves. Their advice centred on health, flexibility, and support. Here are six points that stood out:
- Build a tribe you can depend on, both in and out of the workplace. Trustworthy support systems help you recognize your strengths and reflect on your own growth.
- Know the rules and embrace change. Stay aware of established laws and policies, and welcome changes that ease unnecessary stress on your employees. Enable people to show up and be awesome every day.
- Set boundaries. Too often, we glorify overwork, but burnout isn’t something to celebrate. Instead, support work-life balance so rest time truly re-energizes your team.
- Put health and wellbeing first. The pandemic showed that helping teams succeed takes more than flexible hours. Everyone has a unique life full of opportunities and challenges. So schedule more one-on-ones to get to know your employees.
- Remember that culture drives policy. Flexible policies only work with an inclusive workplace culture behind them. As one panelist put it, “the culture needs to apply to everyone at the company. An inclusive culture differs as soon as you look at level of employees; younger junior colleagues are expected to work longer hours to prove themselves.”
- Recognize that what works for many doesn’t work for some. For instance, working from home isn’t easy for everyone. For extroverts, a hybrid model with face-to-face time is healthy and needed.
Join the Conversation on Diversity in Market Research
Conversations like this one happen all year long in the WIRe community. WIRe connects women and allies across the market research industry, advancing diversity in market research through events, mentorship, and networking. Become a WIRe member to connect with leaders like these and support a more inclusive research industry.
