Are You Really Unqualified—Or Just Being Told You Are?
The strategies Black women need to overcome bias and own their expertise.
When Black women step into professional spaces, we often carry an extra, invisible weight. Not just the challenge of the work itself, but the unspoken expectation to prove, defend, and sometimes even downplay our abilities to fit in. And when the inevitable self-doubt creeps in, society has a neat little label for it: imposter syndrome.
But here’s the truth many won’t say out loud:
Imposter syndrome isn’t always what it seems. For Black women, it’s not a personal failing or a psychological quirk—it’s a direct response to a system that was never designed with us in mind.
The Myth of Imposter Syndrome
Imposter syndrome is typically described as a persistent fear of being exposed as a fraud despite clear evidence of competence. But when you think about the systemic bias, microaggressions, and double standards Black women face, it’s worth asking: are we doubting ourselves because we’re unqualified, or because we’ve been conditioned to feel that way?
Psychologist and professor Dr. Joy Harden Bradford put it plainly: imposter syndrome doesn’t always originate from within. Instead, it’s often a reflection of external environments that question or devalue our skills. Listen to her podcast interview here.
The Myth of Imposter Syndrome
Imposter syndrome is typically described as a persistent fear of being exposed as a fraud despite clear evidence of competence. But when you think about the systemic bias, microaggressions, and double standards Black women face, it’s worth asking: are we doubting ourselves because we’re unqualified, or because we’ve been conditioned to feel that way?
Psychologist and professor Dr. Joy Harden Bradford put it plainly: imposter syndrome doesn’t always originate from within. Instead, it’s often a reflection of external environments that question or devalue our skills.
Here’s an example: you’re the only Black woman in a leadership meeting. Your idea is brilliant, but it’s met with silence. Minutes later, someone else repackages it as their own, and suddenly it’s “genius.” This is not imposter syndrome—it’s gaslighting.
The Role of Workplace Bias
Workplace bias creates an environment where Black women’s contributions are undervalued, overlooked, or outright dismissed. Studies confirm what we already know: Black women are less likely to be promoted, more likely to be scrutinized, and disproportionately burdened with both racism and sexism—a phenomenon aptly dubbed misogynoir.
A study by LeanIn.org and McKinsey found that for every 100 men promoted to manager, only 58 Black women received the same opportunity. Less than half of Latinas and Black women say their manager shows interest in their career advancement.
Meanwhile, Black women often receive in the workplace—such as being labeled "too assertive," "too quiet," or "not a culture fit"—reflects systemic biases that perpetuate inequities and hinder career advancement. These critiques are frequently rooted in stereotypes and double standards that disproportionately affect Black women.
"Too Assertive" vs. "Too Quiet":
Black women often navigate a narrow behavioral spectrum. Displaying assertiveness can lead to being stereotyped as the "angry Black woman," a trope that portrays Black women as aggressive or hostile without provocation. Conversely, being reserved may result in perceptions of disengagement or lack of leadership potential. This double bind forces Black women to constantly adjust their behavior to avoid negative labels, which can be mentally taxing and impede authentic self-expression.
"Not a Culture Fit":
The term "culture fit" is often used subjectively and can mask underlying biases. When organizations have a predominantly white, male culture, behaviors and communication styles that differ from this norm may be deemed incompatible. This can lead to the exclusion of Black women who bring diverse perspectives and experiences, reinforcing homogeneity and stifling diversity.
Systemic Implications:
These patterns of feedback are not isolated incidents but are indicative of broader systemic issues designed to maintain existing power structures. By subjecting Black women to conflicting expectations and penalizing them regardless of their behavior, the system perpetuates self-doubt and limits opportunities for advancement. This aligns with the concept of "muted group theory," which suggests that marginalized groups are often silenced or their communication is devalued within dominant cultures.
The system isn’t broken—it’s working exactly as intended to keep us questioning ourselves.
Reclaiming Your Expertise
So, how do we stop internalizing external bias? By recognizing it for what it is and reclaiming our expertise unapologetically. Here’s how:
1. Recognize the Lie of "Not Enough"
The narrative that you’re “not ready” or “not enough” often comes from gatekeepers, not reality. Whether it’s coded language in performance reviews or being passed over for leadership opportunities, these signals aren’t reflections of your capability—they’re reflections of bias.
Start documenting your wins. Keep a folder of emails, project milestones, and compliments. Seeing hard evidence of your impact reminds you that your success isn’t accidental—it’s earned.
2. Build Your Power Network
The higher you climb, the lonelier it can feel, especially as a Black woman. That’s why it’s essential to surround yourself with a community of allies and advocates. Seek mentors who’ve walked a similar path and sponsors who will champion you in rooms you’re not in.
Remember, your network isn’t just about who can help you—it’s also about who can remind you of your brilliance when the world tries to make you forget.
3. Speak Up, Even When It’s Uncomfortable
Bias thrives in silence. Whether it’s a colleague who consistently interrupts you or a manager who underestimates your abilities, it’s crucial to call it out—or enlist someone who can.
You don’t have to fight every battle, but you do have the right to set boundaries and demand respect. Practice phrases like:
“I’d like to finish my point before we move on.”
“I’m curious why my feedback wasn’t considered in this decision.”
“Let’s revisit this, as I believe it aligns with our goals.”
Small but firm assertions can shift dynamics without requiring you to explain or over justify your value.
Thriving Beyond Bias
The key to thriving isn’t about “fixing” yourself—it’s about navigating and challenging the systems around you. Here’s what that looks like:
1. Reject Respectability Politics
You don’t have to be twice as good to get half as far. While excellence is admirable, perfectionism can be paralyzing. Give yourself permission to make mistakes, delegate tasks, and show up as your authentic self—without apology.
2. Know When to Walk Away
Not every workplace is worth your energy. If you’re constantly fighting to prove your worth, it might be time to explore spaces where your expertise is valued without question. Your peace is priceless, and there are environments that will celebrate, not stifle, your growth.
3. Invest in Your Well-Being
Rest isn’t a reward; it’s a requirement. Therapy, meditation, and even simple joys like journaling or dancing to Beyoncé are acts of rebellion in a world that thrives on your exhaustion. Prioritize your mental and physical health as fiercely as you do your career.
You Belong—Period
The next time self-doubt creeps in, ask yourself: “Is this imposter syndrome, or is this bias trying to dim my light?” More often than not, it’s the latter.
Black women are not imposters. We are innovators, leaders, and trailblazers. The system may try to convince us otherwise, but the truth is non-negotiable: you belong. So, stand tall, speak boldly, and own every ounce of the expertise you’ve worked so hard to build.
The world needs what only you can bring—and it’s about time they realized it.