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Band 7

Many high-level positions in companies are filled by men even though the workforce in many developed countries is more than 50 per cent female. Companies should be required to allocate a certain percentage of these positions to women. To what extent do you agree?

#positions #companies #men #workforce #countries #cent #percentage #women
In many countries
now the workforce
Suggestion
now in the workforce
 consists of more women than men. Yet, there are few women in managerial positions.
Hence
, some people argue that a certain number of senior level positions should be reserved for women. In my opinion,
this
 is not a viable solution because it will benefit neither women nor the organizations hiring them. Reserving jobs on the basis of
gender
 benefits none. It will ensure that women can easily climb up the corporate ladder because there are positions reserved for them. Unfortunately,
this
 will discourage them from achieving higher education or working hard.
Hence
,
instead
 of reserving seats for women, girls should be taught from an early age that they too can become a manager or a CEO if they wish because the opportunities are there regardless of their genders.
Furthermore
, imposing a quota will only encourage companies to find another way to outsmart the system.
For example
, a
company
 can change the title of a position to just fill a vacancy. For these reasons, women are not benefited when jobs / positions are reserved for them at the workplace.
On the other hand
, it is important for the
company
 to be able to employ the best available candidate for the positions. When there are no
gender
 based quotas, it will ensure that the most talented people get to the top.
Moreover
, companies that hire the best people for the right positions tend to be more successful.
This
 in turn will create more opportunities available within the
company
 and
then
 the
company
 can hire more
people including
Accept comma addition
people, including
 women to fill the additional available positions.
Thus it
Accept comma addition
Thus, it
 is evident that reserving managerial positions for women is not the right solution to ensure
gender
 equality
at
Suggestion
in
 the workplace. In conclusion, since forcing companies to hire more women just to follow the law can only cause more harm than good, I strongly believe that companies should be able to hire people based on their qualifications, and not
gender
.
Submitted by sumayaothman96 on

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Include an introduction and conclusion

A conclusion is essential for IELTS writing task 2. It is more important than most people realise. You will be penalised for missing a conclusion in your IELTS essay.

The easiest paragraph to write in an essay is the conclusion paragraph. This is because the paragraph mostly contains information that has already been presented in the essay – it is just the repetition of some information written in the introduction paragraph and supporting paragraphs.

The conclusion paragraph only has 3 sentences:

  • Summary
  • Restatement of thesis
  • Prediction or recommendation

Example:

To summarize, a robotic teacher does not have the necessary disciple to properly give instructions to students and actually works to retard the ability of a student to comprehend new lessons. Therefore, it is clear that the idea of running a classroom completely by a machine cannot be supported. After thorough analysis on this subject, it is predicted that the adverse effects of the debate over technology-driven teaching will always be greater than the positive effects, and because of this, classroom teachers will never be substituted for technology.

Start your conclusion with a linking phrase. Here are some examples:

  • In conclusion
  • To conclude
  • To summarize
  • Finally
  • In a nutshell
  • In general

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Essentional vocabulary list for IELTS Writing 7+

Learn how to write high-scoring essays with powerful words.
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Topic Vocabulary:
  • Gender diversity
  • Affirmative action
  • Meritocracy
  • Quotas
  • Glass ceiling
  • Legal enforcement
  • Tokenism
  • Voluntary measures
  • Career progression
  • Representation
  • Workforce parity
  • Backlash
  • Historical imbalances
  • Corporate governance
  • Inclusive practices
  • Boardroom dynamics
  • Gender norms
  • Unconscious bias
  • Regulatory frameworks
  • Corporate ladder
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