Abstract
This paper critiques and extends the career sustainability framework by integrating structure-agency theories, capability theory and the concept of decent work to expose systemic inequalities faced by marginalised employees. Career decisions are embedded within broader societal structures that unequally enable or constrain access to resources and opportunities. Capability theory helps illustrate how marginalised employees face comparatively greater challenges in converting resources into sustainable careers. Relatedly, decent work – particularly psychological safety – is critical in shaping career outcomes but remains unequally distributed. The dominant narrative of career sustainability, revolving around achieving happiness, productivity and health, largely discounts the trade-offs marginalised employees must navigate. We propose a multi-level framework that accounts for the structural reproduction of career inequalities (morphostasis) while emphasising access to capabilities as a potential pathway for micro-emancipations (morphogenesis). This perspective shifts the focus from individual agency to systemic change, advocating for an inclusive and structurally aware conceptualisation of career sustainability.