‘Durable Inequality’, one of the seminal works of Charles Tilly (Tilly, 1998) motivates a shift in the gaze from a macro or societal level to meso or organizational level, when it comes to analysing factors underlying social change. Social mobility which is the key to social change, is intricately connected to the expression of human agency within multiplicity of structures operating within organizations (Sewell, 1992; Emirbayer and Mische, 1998; Orlikowski, 2000; Bottero, 2004; Swidler, 2005). Observing the common practices surrounding technologies in use (Orlikowski, 2000; Swidler, 2005) allows one to tease out the multiplicity of structures (Sewell, 1992) and agentic orientations (Emirbayer
and Mische, 1998) which manifest most commonly within an organization. Using such a ‘practice lens’ (Orlikowski, 2000) helps us to identify what we call ‘tacit mobility ladders’, that are different from the usual career trajectories commonly acknowledged within and across organizations.