Just 16% feel that they can bring the real them to where they work.

55% of those surveyed worry constantly about what people think of them.

Sponsored by iAM, the survey focuses on how much people feel that they can be themselves at work and what stops them. Including Imposter Syndrome, workplace culture, self-confidence and how we are managed, and self manage at work. The data highlights the differences between men and women, with an additional review for those working in people roles, such as HR, Learning and Development and Diversity and Inclusion. 2020/21 #beyourselfatwork Global Survey.

A decade of research shares that when people are themselves at work, their performance can be impacted by up to 85% (Courageous Success | iAM Results)



The impacts for diversity,
equality, inclusion and belonging

As the inclusion agenda advances the survey results highlight opportunities to promote belonging and how putting 'be you' at the centre of workplace culture can help all of us to be our best selves at work.

Fresh thinking for People & Culture & Learning and Development at work

How do talent and learning teams develop and grow people to be their best selves at work?  With the shift to Hybrid Working and challenges on retention the survey highlights opportunities to refresh how we go about developing & growing people at work.

The differences between men and women

How do those identifying as men or women differ in their self talk, confidence and openness to be themselves at work?  The survey highlights some fascinating differences.

Results for those working in
people roles such as HR & L&D 

Those in people roles spend their careers optimising others, but how do they feel about their own confidence?  Those in people careers are 46% more likely to feel Imposter Syndrome than those in other roles.  The survey highlights that the world needs to better support those looking after us.