When this tendency was analyzed in residual terms (i.e. one that accounts for living costs across the board), it becomes clearer that low-wage earners and very high wage earners are less likely to while those in the “middle class” are more likely to. While very high wage earners are likely to have an inherent ownership interest, low wage earners typically used to find no significant upgrades in wages.

Given the middle class’ relative proximity to the top 0.1% wage earners and CEO – at least in terms of working relationships – this implies that the wage gap affects the middle class on a qualitative basis far more. However, in an inflationary setting, “labour elasticity”, i.e. an ability to jump from one employer to another, stiffens considerably. This leads to a phenomenon known as “non-engagement” wherein an employee does the bare minimum in order to remain employed and have no psychological connection to their workplace as opposed to those striving (“engaging”) to make personal gains via achievements. “Disengagement”, on the other hand, implies that employees feel their needs are not met.

Earlier this month, survey specialist Gallup published the results of a survey which showed an interesting phenomenon: while average disengagement has largely stabilized, average engagement has been dropping for nearly two years now.