Navigating Imposter Syndrome as a Young Female Professional in Sustainable Finance/Renewable Energy.

When I first entered the workforce, I was preoccupied by the fear that my English skills would be a significant barrier to securing what I believed at the time to be a "proper job" in the UK. As a native of Mauritius, my French was far stronger than my English, and I worried that my linguistic limitations would leave me with few options but to return to Mauritius or to seek work in a French-speaking environment. Ironically, in a twist of fate, I’m now often complimented on my French – I’m told it’s quite impressive for someone who isn’t a “native” French speaker. The barriers I had anticipated, while real, turned out to be challenges I could overcome with time and effort.

Fast forward to today, and the obstacles I face are different but no less significant. In my current role in recruitment in the renewable energy and sustainable finance sector, I find that my young appearance as a female professional presents its own set of challenges in what remains a male-dominated industry. It’s an unfortunate reality that, if you look young, there’s often an assumption that you lack experience or valuable insights. This perception can lead to a sense of invisibility – the feeling that you don’t have anything to offer that will trigger interest or command respect.

The Struggle with Imposter Syndrome

Imposter syndrome is something many of us grapple with, especially in environments where we are the minority – whether that’s due to age, gender, or background. The feeling that we don’t belong, that we aren’t truly qualified to be where we are, can be overwhelming. For young women in male-dominated fields, these feelings are often exacerbated by subtle (and sometimes not so subtle) cues that we aren’t taken seriously.

In the early stages of my career, this syndrome was largely driven by my insecurities about language. However, as I’ve grown professionally, it has morphed into something different. Now, it’s more about the external perceptions tied to my gender and age. The challenge has shifted from proving my linguistic competence to proving my professional competence – not just to others, but to myself.

The Value of Diversity in evolving Industries

In the renewable energy and sustainable finance sectors, recruitment plays a pivotal role in shaping the future of these industries. As someone who works to connect talent with opportunities, I’m acutely aware of the importance of bringing diverse perspectives to the table. The sectors I work in are rapidly evolving, driven by the urgent need to address climate change and transition to a more sustainable global economy. However, they remain areas where traditional power structures and gender biases can pose significant hurdles for young female professionals, both those I recruit and myself.

These industries require innovative thinking, fresh perspectives, and a willingness to challenge the status quo. Yet, despite the clear need for diversity, the sectors are often slow to change, with ingrained biases persisting in hiring practices and workplace cultures. In my role, I’ve seen firsthand how the perception of youth and gender can unfairly disadvantage candidates, despite their qualifications and potential.

This reality means that I often face a dual challenge: overcoming the imposter syndrome that comes with being a young woman in a leadership role, and advocating for candidates who might also be fighting similar battles. It’s a delicate balance of proving myself while helping others do the same, and it requires a deep understanding of the value that diverse voices, often underrepresented, bring to the industry.