What is cultural capital and why is it important?

Wiseup is committed to improving young people’s cultural capital in order to improve their prospects. But what exactly is cultural capital, and why should it be prioritised as a means to promote social mobility? Let’s explore!

The low down on cultural capital

Initially coined by French sociologist Pierre Bourdieu – cultural capital is a phrase used to indicate the many assets an individual has that indicate social standing in society. Importantly, these are mostly non-physical assets that can act as social markers, including a person’s interests, connections, education level, accent, and even dress sense.

When coupling this with social mobility, enhancing an individual’s cultural capital can present them with more opportunities to advance in their careers.

According to Bourdieu’s theory, cultural capital can be broken down into several sub-categories:

1. Embodied cultural capital – these are the intellectual assets, for example – knowledge, skill sets and beneficial behaviours that can help individuals get ahead professionally.

1. Objectified cultural capital – these can be thought of as the understanding an individual has of the various professional tools and workplace environments – understanding career options and being aware of the correct etiquette in an office, for example.

1. Institutionalised cultural capital – the educational and social benefits an individual has – the school they attended and the curriculum learnt, any qualifications, even the quality of the individuals in their networks.

Why does this matter? Unfortunately, the UK class conscious, with many establishments historically seeking to maintain the status quo. Whilst there is now greater emphasis on equality through diversity, equity and inclusion initiatives, cultural capital barriers can still hinder or promote an individual's success. Whether or not someone has ‘high-brow’ interests and can communicate these in job interviews can sadly make some individuals stand out from the crowd in competitive and historically prestigious industries, like banking, for example.

For young people, especially those from less well connected backgrounds, cultural capital can be the key to unlocking career opportunities. At present, students from well connected backgrounds often secure more favourable work experience opportunities. Coupled with the fact that individuals attending more privileged schools may study more advanced curriculums and have access to employment teams with more funding, it’s not hard to see how some people can get ahead.

Sadly, these inequalities perpetuate cycles of social immobility. This is why we are passionate about changing the way young people access the workplace, firmly believing that the current work experience system is broken, leaving many young people behind.

How the Pathfinder Programme supports cultural capital

Eager to demonstrate the value of these assets, our programmes have been designed to give young people workplace exposure and mentoring to give students a head start in the next stages of their careers. Combining workplace exposure with 1-2-1 mentoring relationships, our initiatives give young people an opportunity to learn, grow and explore future career options in supportive environments.

The Pathfinder Programme essentially combines mentoring with work experience opportunities for 16-18 year olds. The mentoring element of the programme pairs young people with professionals based on shared interests and the student’s career aspirations. This window into the world of work, whilst being guided by a trusted figure who has undergone mentor training ensures the mentees can prepare for work experience and ask any questions in advance.

The work experience segment of our programmes gives students an opportunity to truly understand the professional world of work, through shadowing and attending workshops and talks to get them work-ready.

The result is enhanced cultural capital, through a greater understanding of the professional world, office etiquette and post-school options. One of the core elements of the Pathfinder Programme is to encourage communication skills through networking and building their first professional networks.

The payoff for having strong professional networks has been evidenced, with a mentee on one of our programmes securing their first ever job through CV and interview support from their mentor.

Measuring Changes in Social Capital

We have designed our programmes to equip young people with the experiences needed to leverage their early careers. Our vision involves measuring a tangible difference between pre and post programme surveys, therefore, we collect data on a number of key areas:

• Knowledge of Professional Workplaces – Having a grasp of what goes on in the workplace, and how this can vary between different job roles.
• Confidence Communicating with Professionals – Ensuring the students have experience engaging with professionals and can feel comfortable doing so.
• Understanding Workplace Etiquette – Having a clear understanding of how to act in a professional environment.
• Awareness of Career Options – Gaining a deeper understanding of the vast array of potential careers ahead of them.
• Confidence in Networking and Asking for Help – Instilling a sense of confidence in their abilities to get help if needed, whilst developing a strong network.
• Perceived Future Opportunities – Promoting a positive outlook on future prospects, equipping young people with greater confidence of what lies ahead.