Dividends are only one means of getting value from shares. Another one is that shares tend to value ahead of inflation. A good spread of shares is overall better than a bank balance in maintaining value, which is why people get shares.
As these were Employee Stock Purchases, we got them at a 'discount' of the face value, based upon according to min_value(some_applicable_period) and so long as the company did not tank, we'd profit from their sale as soon as we were permitted.
Meanwhile, the company generates a 'demand' for the shares (which the balance needed to discount them not wiping out the advantages), guarantees the employees
reinvest in the company with 'their' money before it even gets onto the more obvious taxable end of the paycheck (the Capital Gains, or similar, hit is taken upon cashing in, which the company doesn't care about and the employee hardly cares for because "hey, free money!", whether or not it actually is) and the employee is obviously already on-script with the whole Defered Gratification thing.
Because of specifically trying to use rules intended to promote investment, there's probably less tax (highly depending upon overall tax bracket) going to the government so maybe there
is Free Money, for thr shrewder elements (the company, or else it wouldn't contemplate doing it - and an employee who does more than just dumbly receive their entitlement and redeem it ASAP can perhaps also benefit by tweaking things, though few will be as clever/lucky as it would be possible to be).
Oversees employees (such as I was) also have to think about the exchange rate at a given time. Salary (fixed) in pounds is shaved off to pay for dollar-amount shares (luckmof the draw!) but then thr cashing in
can be better timed, not only for company performance (avoiding the common employee sell-off window, as there's amslight dip) but also for USD=>GBP, or whatever is relevent, which
can be turbulent at times. Oh, and you have to deal with local Revenue rules on share profits, or just keep under the radar.