PMC9734544_01
1
12147_2022_9307_Fig1_HTML.jpg
PMC9734544_01_12147_2022_9307_Fig1_HTML.jpg
Fig1
In this respect, women and other employees can experience societally and organisationally embedded barriers to being adequately rewarded, elucidated by participants' gendered, classed, aged and tenured experiences of ComCo's growth culture and mechanisms, and extreme and conformant ideal worker discourses (Fig. 1), discussed at length elsewhere. Exemplifying employee growth's subordination to neoliberal-capitalist company growth, and aged, tenured and seniority-based class relationships in ComCo's hierarchical organisational structure (Fig. 1), a highly performing younger employee was denied "promised" career development by a leader who wanted to use his expertise for "business ends;" while others felt expected to endlessly "broaden" and "get paid the same" because senior roles, salaries and bonuses were "monopolised" by a "35 to 45" year-old "age club" of employees with substantial tenure, who "do everything they can to keep that revenue in" to pay for "mortgages and kids," mirroring the financial motivations of parents in more senior roles. Furthermore, some experiences of inadequate recognition suggested conforming to or deviating from gendered, classed and aged qualitatively conformant worker discourses (Fig. 1) overrode or undermined high performance. Some participants' descriptions of senior leaders' "subjective" influence on bonuses and promotions in meetings "like a popularity test" where they "reviewed performance gradings of their subordinates," "rated teams on ... the next steps in their career" and developed career plans for "everyone ... years in advance," further explicated demands to "toe the line," "not challenge" and "self-promote" with managers and senior leaders in order be adequately rewarded (Fig. 1). Finally, flowing from ComCo's masculine growth mechanism of suppressing and penalising failure (Fig. 1), some participants described unfair extrinsic penalties for failing to meet "undoable" and "unachievable" masculine performance expectations.