Women less likely to view workplace rewards as fair, while older employees risk becoming ‘forgotten loyalists’

Women are significantly less likely than men to believe workplace rewards are distributed fairly, while many older employees risk being overlooked despite years of loyalty and experience.

The Science of Reward at Work study by Perkbox, which surveyed 4,000 UK employees and 1,000 UK employers, found that just 31 per cent of women believe workplace rewards are distributed fairly, compared with 39 per cent of men.

The research highlights how employee motivations shift throughout their careers. While financial reward remains the strongest motivator overall, older employees place increasing value on trust and recognition. Among those aged 55 to 64, 43 per cent said being trusted was one of their biggest workplace motivators, compared with 26 per cent of employees aged 18 to 24.

By contrast, younger employees were more likely to prioritise financial reward, with 59 per cent of 18 to 24-year-olds identifying it as a key motivator, compared with 47 per cent of employees aged 55 to 64.

Tracey Paxton, Clinical Director at Perkbox, said the findings suggest many organisations are failing to adapt their reward strategies to reflect different career stages.

“It’s the same reward system, but the emotional outcomes are different depending on where you are in your career,” Paxton said. “For those employees aged 55 and over, financial rewards are a less critical factor. Reward appears to be less about novelty, more about feeling valued and respected for the expertise they bring. Therefore, a one-size-fits-all approach to reward and recognition is increasingly out of step with today’s workforce.”

Paxton warned that experienced employees can become “forgotten loyalists” – trusted members of the workforce who are often overlooked for recognition, development opportunities and conversations about their future as organisations focus on attracting and retaining newer talent.

The research also points to a disconnect between employees and employers over how reward decisions are made. While 64 per cent of employers believe employees understand the process, only 39 per cent of employees say they do. Almost one in four (23 per cent) employees believe workplace rewards are influenced by personal relationships rather than individual contribution.

According to Paxton, improving transparency is critical to maintaining trust.

“Organisations need to build greater flexibility into reward and recognition programmes, ensuring they reflect the different motivations, career stages and experiences across today’s multigenerational workforce, while improving transparency around how decisions are made, she said.”