We have many questions on this site regarding counter-offers when a employee tells management they are leaving. Employees want to know should I take the counter-offer. The general advice is that many times the terms of counter offer is either never fully met (that promised training never happens), or is just a delay. And the delay can be from other side: management uses the increase in pay to buy time to find a replacement, then terminates the current employee or forces them out; employees decide that the better offer hasn't solved the real problem and they start looking again.
We have some questions from people who want to use a real or fake job offer to get a better pay or benefits from their current employer.
You could be playing a dangerous game by attempting to game the system. They may decide that they don't want to make a counter offer, and now you have no job. They could decide that you have signaled that you are a short-timer and will now treat you as such.
why does management make these types of counter offers? Some companies do this routinely, others never make a counter-offer. It depends on what their goals are regarding turnover and their ability to find replacements. It will also depend on their experience when they make these counter-offers.
employees might be better off asking management what they need to do to get these better positions/benefits? That way they can decide what they need to do to get those positions.
In your situation if it bothers you that others get these benefits, you may be starting on the road to leaving the company. You might not be ready yet, but you could be soon. You may think that threatening to leave is the way to a better situation, but you may find out that those benefits don't solve the problem.