The most productive conversation you could be having is with your own manager, to express how the organization's assumptions about what employees want is creating functional problems for many of them. Leadership may incorrectly assume that the goal of every employee is to get a new job title and responsibilities, but that's obviously not the facts on the ground.

They should investigate where that assumption came from, and, given there is data which conflicts with it, what should be done next?

The stakes are high: forcing a bad culture onto employees will drive some of them away from the company, and force others to be unhappy, or to take on roles they aren't suited for and won't perform well in.

A strong company culture would support both people who want to move up the org chart, and those who don't, without prejudice. The good news is that if leadership can get over the (clearly incorrect) belief that every good employee always wants a promotion, they can make a huge improvement in culture, retention, and productivity.