The Development and Exploratory Factor Analysis of Cultural Wealth as a Protective Factor Against Racism in the Workplace: The Cultural Wealth at Work Inventory

Abstract

The present study focuses on the development of the Cultural Wealth at Work Inventory (CWWI), a strengths-based, psychometrically-informed instrument designed to measure six dimensions of community cultural wealth (CCW) among United States workers who identify with groups disproportionately affected by racial and ethnic marginalization. Drawing upon Yosso’s (2005) Community Cultural Wealth framework and guided by Quantitative Criticalism (QuantCrit), this dissertation addresses the limitations inherent in traditional cultural capital theory and prior CCW measurement tools, which frequently rely on deficit-based assumptions and Eurocentric norms. The CWWI was developed through a thorough, multi-step process that included theoretical grounding, item generation, expert review, pilot testing, and survey administration to a sample of 243 employed adults aged 18–64 in the US from groups disproportionately impacted by racial and ethnic marginalization. Exploratory factor analysis (EFA) identified six distinct, meaningful factors relating to aspirational, familial, social, linguistic, navigational, and resistant capital. These dimensions illustrate how workers utilize various cultural assets to navigate and oppose structural racism in work environments. The CWWI showed high internal consistency reliability across all subscales. By emphasizing the cultural resources and resilience of workers disproportionately impacted by systemic oppression, the CWWI provides a culturally responsive instrument to analyze protective factors within vocational contexts. This metric addresses a significant gap in the existing literature by extending CCW theory beyond the educational environment into the professional sphere, thereby offering new avenues for understanding how individuals from groups disproportionately impacted by racial and ethnic marginalization resist racialized stressors, sustain authenticity, and strive for career success. The results bear implications for future research, workplace equity initiatives, and vocational interventions that respect the lived experiences and strengths of Communities of Color.