These environments often foster competition without guardrails to ensure that it’s healthy, have a lack of ongoing training for managers and leaders to develop better leadership skills and things like professional communication, Emotional Intelligence, and cultural sensitivities and considerations as the workforce becomes more diverse. They focus on bringing in diverse groups of people to be able to say that they did something, but completely overlook the -isms (racism, sexism, ableism, ageism, etc.), phobias (xenophobia, homophobia, fatphobia, etc.), and other biases inherent in the way their system functions and how the new diversity hires are likely to respond to working within it over time.
As a leader, this all may seem like a tall order to take on, but change starts with you and your awareness of the issue is the best place to start.
Once you’re aware of how you experience imposter syndrome and what’s helpful to manage it, you may start to notice it in others. Your response can be a driver for honest conversations about it with more understanding and trust, along with potential new initiatives and better policies to create more collaborative and emotionally safe environments, with empathy and personal growth at the forefront.