The Imposter Phenomenon (IP) has been studied since the 1930s but gained renewed interest with a spotlight on diversity, equity, and inclusion. The 2013 book, Lean In, by former Facebook executive Sheryl Sandberg, brought the topic of IP into the spotlight focusing on women in the workplace who struggle with feeling like an Imposter. Although findings are mixed in connecting gender to the Imposter Phenomenon, academic literature, and media often link the Imposter Phenomenon to women and disadvantaged, unrepresented groups (Simmons, 2016). IP has reemerged as a topic in popular culture and as a component of diversity, equity, and inclusion conversations. In addition to well-known famous people across the globe, IP is prevalent in academia, the corporate world, and health care. Literature suggests a significant percentage of medical students suffer from IP and the symptoms appear to peak in the fourth year of medical school (Villwock, 2016).The Imposter Phenomenon was originally coined by researchers about the feeling of fraudulence in high-achieving women (Clance & Imes, 1978). Since then, it has developed into a popular term to describe feelings of "fraudulence, fear of being exposed as a fraud, and the inability to internalize personal achievement" (Clark et al., 2014 p. 260). The creation of The Clance Imposter Scale (CIPS) (Clance & Imes, 1985) is widely used today to assess the characteristics of IP. Individuals who score high on the CIPS test do not indicate that a person has a pathological disease that is inherently self-damaging or self-destructive, however, it may indicate that the person's ability to accept his or her abilities and enjoy success may be negatively affected. It may also indicate there is an unusual amount of doubt and anxiety in a person's life. Feelings of self-doubt may lead to a person falling short of their full career potential or pursuing advanced academic degrees. "Imposters" attribute their achievements to external factors such as luck or being in the right place at the right time, instead of internal factors such as intelligence, consistent work ethic, or abilities (Clance & Imes, 1978). [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]