created in conformity with democratic values and it becomes a socio-economic
contribution to the next generations (Lacey, 2016: 14).
The fourth element of common culture lies in shared identity. These are the ideological
principles and mental models that determine the way of perception, thinking and acting
of members of the epistemic community. The common ideological principles and mental
models are based on neutrality, impartiality and resistance (Lacey, 2016: 2-3).
Lastly, the fifth element of common culture is the shared focus on reaching consensus
(Tarko, 2015: 70). A consensus-driven process represents an alternative to voting and
the final phase of deliberation, in which members of the epistemic community formulate
and modify common visions, shared standards, and the professional identity itself.
According to Cross (2013: 150-151), professionalization is reinforced also by selection of
new members and professional development of the current ones. Both types are
dependent on the size of contribution to scientific progress and the consequent level of
prestige (Tarko, 2015: 71-72). Contribution to scientific progress is assessed in a self-
evaluative process. It is a kind of communication that is used, despite of its sizeable
criticism (cf. Binswanger, 2014), for evaluation of professional quality and
methodological admissibility of a broad range of epistemic communities’ activities (Lee
et al., 2013: 2-3, 10-12). The evaluation respects the principles of neutrality,
impartiality, autonomy, methodology, cognitive criteria and resistance to outer
influences. This reinforces its reliability from which is consequently derived the level of
prestige and contribution to scientific progress which takes on the form of a quotation
index (Lee et al., 2013: 4). An intensive professional preparation equally contributes to
reinforcement of professionalization (Cross, 2015: 150-151).
The third element of the professionalised epistemic community is frequent long “face-to-
face” meetings of individual members (Cross, 2013: 151). At these meetings, the
members of the epistemic community strengthen shared professional norms, such as
internal procedures, protocol, and standards of consensus-building, which is done in a
less formal way than a conversation hosted by journal papers (Tarko, 2015: 74). During
the meetings of epistemic communities, also informal (behind-the-scenes) meetings in
smaller groups take place and enable a more intensive socialisation and strengthening of
personal relations.
The reinforcement of shared professional norms can be considered effective when the
cores of problems are dealt with in the formal and informal meetings and when the
personal meetings are frequent (Cross, 2013: 150-151; Cross, 2015: 92). The meetings
of epistemic communities’ members are also a kind of a ritual where important events
are recalled, awards granted, and results of professional activities of individual members
announced. It is also the place where friendly relations and commitment to common
objectives, or “esprit de corps”, are reinforced (Cross, 2011: 28; Cross, 2015: 91-93).
The development of esprit de corps is more intensive when individual members of an
epistemic community used to cooperate together in a professional way before or when
they used to hold the same working positions in different periods of time. Due to that,
the members do consider themselves as “one team” (Cross, 2011: 29; Cross, 2015: 92).