The Identity Gap in the Workplace
Employees may have the credentials, certifications, and performance metrics. But if they do not internally believe: “I belong here.” “I am ready for leadership.” “My voice carries weight.” “I can navigate influence.” They hesitate. They disengage. They leave. Skills open doors. Identity determines who walks through — and who stays long enough to lead.
This is for HR and Talent Management Leadership
HR Directors, Chief People Officers, Talent Development Leaders, DEI Executives and Workforce Strategy Teams Especially in: Technology, Engineering, Growth-stage organizations and Companies scaling leadership pipelines
Your organization invests heavily in recruitment, training and development...
Yet engagement declines. High-potential talent disengages. Women and underrepresented professionals plateau mid-career. Retention costs rise. The missing lever isn’t more skills. It’s identity alignment. The I AM WHO I SAY I AM™ Identity Mastery Track is the leading online identity building course for women in tech.
The Business Case
When employees: See themselves as leaders Communicate with conviction Navigate visibility strategically Integrate personal and professional identity They stay. They perform. They advance. They lead. Retention improves. Internal mobility increases. Employer brand strengthens.
The Workforce Reality
70% of employee engagement is influenced by managers and leadership culture — Gallup Only 1 in 4 employees strongly agree they know how to apply their strengths at work — Gallup Replacing an employee costs 50–200% of their annual salary — Society for Human Resource Management Women leave tech roles at significantly higher rates than men due to culture, lack of belonging, and stalled advancement — McKinsey & Company & LeanIn.Org Technical upskilling alone does not solve engagement or retention. Confidence, identity, and internal alignment do.
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Transformative Employee Outcomes
Clarity for Growth
Gain a clear understanding of your identity and potential, enabling personal and professional growth with an adaptive mindset.
Confidence to Lead
Develop the confidence to lead effectively, inspire others, and drive positive change within your organization.
Self-Trust for Innovation
Build self-trust to foster a culture of innovation, creativity, and continuous improvement.
About the Digital Download
The Identity to Impact I AM WHO I SAY I AM Strategic Partnership Guide focuses on developing people and transforming your organization. In today’s workforce, skills get attention—identity drives engagement. The I AM WHO I SAY I AM ™ Identity Mastery Track equips employees to show up fully, thrive in their roles, and stay committed to your organization’s success.
Mischa Martineau, CEO
Mischa Martineau is a workforce identity strategist and founder of I AM WHO I SAY I AM.Global™. She partners with Human Resources and Talent Development leaders to strengthen retention, engagement, and leadership readiness by addressing the root of performance—identity. Through the Identity Mastery Track, Mischa helps organizations develop confident, accountable employees who align who they are with how they lead, contribute, and stay.
The Retention Reality
Women represent about 35% of the tech workforce but hold significantly fewer senior technical and leadership roles — McKinsey & Company Women in technical roles are more likely than men to report feeling excluded and undervalued — LeanIn.Org 50% of women in tech leave by mid-career, often citing lack of advancement and belonging — Accenture Highly engaged teams show significantly lower turnover and higher profitability — Gallup Companies invest in upskilling. But skills alone do not retain women in tech. Identity does. Image is the cover art for the I AM WHO I SAY I AM™ Identity Mastery Track course illustrating an expansive mindset without limits.
What this means for HR Leaders
1. Retention Strategy Rooted in Internal Confidence Reduce mid-career drop-off by strengthening professional identity and leadership self-concept. 2. Advancement Readiness Pipeline Prepare high-potential employees to step into management and influence roles with clarity and conviction. 3. Engagement Through Ownership When employees see themselves as leaders — engagement increases. According to Gallup, highly engaged teams show: 23% higher profitability 18% higher productivity 43% lower turnover in low-turnover organizations 4. Inclusive Leadership Development Identity-based development improves belonging — a leading indicator of retention, especially for women in tech and underrepresented groups.
The outcome is a workforce that does not just acquire skills, it embodies leadership identity, at every level.
Gain insight to the transformative power of the I AM WHO I SAY I AM™ Identity Mastery Track. Align your teams with clear identity to execute your strategic growth plan.
Get your free copy of the I AM WHO I SAY I AM™ Identity to Impact Strategic Partnership Guide.