The WIIM sessions at SIIM have taken different forms since the first session in 2017 (Table 1). Although sessions have typically consisted of small group discussions with report-outs, discussion themes have not always been assigned. In some cases, groups chose their discussion topic, while in others, topics were pre-defined. In 2022, there were three assigned topics and a fourth “people’s choice” topic voted on by session attendees. In 2023, the moderators recommended three topics: imposter syndrome, microaggressions in the workplace, and work-life balance.

These themes were chosen for their relevance and impact on women’s professional journeys in the field of informatics. The general attendance for the sessions remained relatively consistent, with the exception of two years. In 2020, there was a notable decrease likely due to the COVID pandemic and the virtual format. The 2022 meeting represented the first in-person meeting post-COVID, and there was no virtual participation option for this session. The overall participation largely depended on the timing and location of other concurrent sessions. Session participants selected the discussion group they wished to join. Participants engaged in one of the discussion topics in each group, sharing personal experiences and insights. This exchange was not just about expressing concerns but was a collective effort to identify and articulate the subtle yet significant barriers that women face in informatics. The discussion groups were facilitated by two moderators who documented the contributions made by group members. In the initial round, each member of the group discussion contributed one key point about the topic, which the moderators documented. The remainder of the discussion was conducted voluntarily by the members, and their ideas were collected accordingly. Upon conclusion of the sessions, a comprehensive summary of these points, supplemented by additional insights agreed upon by the organizing team, was compiled and subsequently reported in this paper.

Imposter syndrome, a term first explained in the 1970s, refers to the internal experience of believing that one is not as competent as others perceive one to be [1]. Despite external evidence of their competence, individuals with imposter syndrome remain convinced that they are frauds and do not deserve the success they have achieved. This psychological pattern may be particularly prevalent in the field of informatics, a domain where rapid advancements and high-skill expectations can exacerbate feelings of self-doubt and inadequacy. Women in informatics often face unique challenges in this historically male-dominated environment, which can further fuel these feelings [2, 3].

Context plays a vital role in imposter syndrome as individuals look to others as role models to identify characteristics of an authentic academic or professional. In comparing themselves to those they deem to be leaders in their field, women may notice differences and begin to feel like counterfeits. Deeply embedded in the dynamics of privilege and oppression, such phenomena initiate feelings of being an outsider, reinforcing the prevailing dominant narrative and manifesting as a sense of not belonging [4]. The theory of imposter syndrome has been researched, but few practical solutions have been developed [5, 6]. Although feelings of self-doubt can originate internally, a study reveals that these feelings are more likely tied to the institutional or systemic discourses prevalent in academic environments. This observation is crucial as it uncovers the covert institutional and systemic structures that foster the imposter phenomenon [7]. Crawford and colleagues discovered a notable link between impostor syndrome and community college employees’ self-reported difficulty in managing work-life balance. Interestingly, this correlation diminished when employees felt a stronger sense of support from their organization. This finding points to the important role that managers and executives can play in lessening the impact of impostor syndrome on their staff [8].

Microaggressions in the workplace, particularly those experienced by women, are a concerning aspect of modern professional life. Microaggressions are subtle everyday behaviors, whether in spoken words or nonverbal cues, stemming from unconscious biases, concealed prejudices, or underlying hostility [9]. Men are often stereotypically perceived as competent and assertive [10], qualities that align with the competitive nature of the informatics field. In contrast, women are typically viewed as warm and nurturing [10]. Such stereotypes influence how women in academia are evaluated, with assessments often focusing on their appearance and personality—expecting them to be nurturing and empathetic—rather than on their professional skills [11, 12]. Women who do not conform to these expectations may face harsh judgment and microaggressions. These subtle acts of discrimination can create an unwelcoming and hostile atmosphere for women, particularly in male-dominated fields such as informatics and other similar environments [10].

Encountering an increased frequency of microaggressions is linked to higher levels of depression, anxiety, and a sense of not belonging in the workplace [13]. Women who frequently encounter microaggressions are more likely to leave their jobs, contributing to the gender gap in specific industries [14]. This loss of talent has a negative impact on workplace diversity and productivity [15, 16]. Research consistently demonstrates that diverse teams are more productive and innovative [17, 18]. However, according to data from the UNESCO Institute for Statistics in 2019, women make up only 29.3% of the global research and development (R&D) workforce [19].

Work-life balance is defined as the degree to which individuals maintain equal engagement and satisfaction in their work and personal roles. Work-life balance presents significant challenges for women in any profession, including the dynamic and demanding field of informatics. The complexities of this balance are influenced by many factors, including personal passions, self-care priorities, cultural upbringing, career choices, and societal stereotypes. The high-paced and technology-driven nature of the informatics field often magnifies these challenges. Practices promoting work-life balance significantly enhance the quality of professional and personal life among employed women [20,21,22,23]. This improvement is notably influenced by their psychological characteristics and attitudes [24,25,26]. Understanding and addressing these issues is crucial for women’s well-being and professional success in this field.

This framework can be extended to other underrepresented minorities, such as ethnic and racial minorities, LGBTQIA + individuals, and people with disabilities, who also navigate similar barriers in the field of informatics [27,28,29,30,31].