From self-doubt to self-belief: How women can give to gain

This was only a straw poll of those who attended the webinar, but the response highlights a significant, hidden challenge for employers, the wider economy and society. It is all too common that a self-limiting mindset curtails the contribution women can make in the workforce, not to mention their careers and wellbeing. Talent (hidden below a glass ceiling of self-doubt) is being wasted. What can we do about this?

Give to Gain

We wanted to tackle this obstacle head-on this month, as we marked International Women’s Day 2026. Alongside launching a new podcast episode spotlighting women’s experiences at SUEZ, we held our first Women’s Network meeting of the year and hosted a company-wide webinar, all centred around this year’s IWD

national theme of “Give to Gain” which resonates here at SUEZ. Give to Gain is based on the same principle that inspired our voluntary employee networks for women, veterans and other groups – namely, mutual support. When people are open, generous and collaborative, they not only support others; they also open the way to their own growth and success.

Our webinar for network members and other colleagues brought together women in SUEZ from different generations – from those starting out to long-serving employees, granddaughters to mothers to grandmothers. In at least one area of our business, we have three generations of women working with us. Leading the panel discussion, I was moved by stories they shared. The different paths careers taken. The challenges that crop up at various moments. How learning from one another can be pivotal.

During our Women’s Network meeting, one colleague shared how only after reaching a certain age that she began to have faith in herself and realised she truly deserved to be in her position, having worked hard to get there. She explained how that change in mindset also enables her, when training graduates, to bolster their confidence too. To reassure them that they are learning and allowed to make mistakes.

Conversations across these sessions focused on what inclusion and belonging really mean. This is the kind of environment we want to build for future generations of women and everyone in the workplace. This matters for our company and the waste industry. The sustainability of businesses depends on women who work in the sector supporting, inspiring and encouraging others to join, stay and develop, alongside allies who champion their progress. We need to create the right conditions for people from diverse backgrounds to build long, fulfilling careers.

From networking to training

Ahead of International Women’s Day, I was also joined by other senior female colleagues in a podcast exploring what the Give to Gain philosophy means in practice. We discussed how acts of giving – whether it is time, knowledge or other forms of support – promote wellbeing and strengthen the connections across communities.

The SUEZ Women’s Network is just one important element of the inclusive culture we’re nurturing. Membership is growing steadily. We now have hundreds of active members. Our company is also attracting more women recruits. Women colleagues have been promoted and exploring careers in all areas of our business; reaching beyond stereotypical female roles. More than half our graduates are women.

I want more women who aspire to be, or who are already in leadership positions to push on and achieve their full potential. Towards the end of last year, we piloted two bespoke training sessions tailored to this group. The new training programme entitled ‘Sustainable Horizons’ which we have developed in-house, borne from the input of women in SUEZ, will be rolled out to complement our current management and leadership development programmes later in the year.

Nurturing cultural change and inclusion is an ongoing process. It needs to be constantly informed by people’s feedback. We have held specific focus groups, including those on gender equity, to help ensure women’s voices continue to be heard.

An authentic answer to self-doubt

Feedback from women in our network led us to invite award-winning life and career coach Sharon Wilson to address our network. She specialises in helping organisations promote self-confidence, emotional intelligence and inclusive leadership. Sharon’s session focused on imposter syndrome – and how to dispel it.

Imposter syndrome is self-doubt that persists, despite the evidence that you are competent. Sharon stressed that it is not a character flaw. It is a learned pattern of thinking. “I must work twice as hard.” “I cannot fail.” “I shouldn’t speak unless I’m absolutely certain.”

Her AUTHENTIC framework guides people through the process of recognising this pattern and correcting it.

If we are to break the cycle, it is crucial that we understand the cycle of doubt can lead to overworking, withdrawing, or both. The three most common situations in which our network members experienced self-doubt were: new situations, meetings and new opportunities.

Own the right to be confident

Another lesson highlighted by Sharon is the importance of recognising and honouring your strengths. As Sharon put it, confidence is not arrogance. It is taking ownership of what you bring. So don’t deflect or belittle praise. Instead of the reflex response, “It was nothing”, accept praise and acknowledge what it means: “Thank you – yes I worked hard on that.”

Our colleagues only want what is their due. Asked how they would like to be recognised at work, the top responses were to be seen as: knowledgeable, professional, supportive. And this fits with the Give and Gain philosophy. We become stronger and overcome imposter syndrome by committing to being our best, authentic selves. By asking questions and offering ideas without apology. By seeking guidance from mentors. And by offering mentorship to others.

Whatever the stage in our careers, we can give and gain.

How do we give?

• Listen and give attention and respect to women’s lived experience.
• Find a mentor or become one, sharing knowledge and championing women for roles.
• Speak up when processes or behaviours disadvantage women.
• Encourage women to lead or step into stretch roles.

What can we gain?

• A more diverse, balanced and high-performing organisation.
• A culture where people feel psychologically safe, valued and motivated.
• New perspectives that spark innovation and creativity.
• Stronger professional networks and more collaborative teamwork.

It is positive when committed team members and managers pause, reflect, and ask themselves: “Can I do better?” But self-reflection becomes damaging when self-doubt continually calls into question one’s competence or capabilities, despite evidence to the contrary.

If talented people hold themselves back, everyone loses out. We are working to build a workplace where all our people, women included, can thrive.

“When women thrive, we all rise!”