Most 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?

Several organizations have a rule for their
employees
to wear
uniforms
during office hours. While it helps companies advertising their products, I believe it makes the workspace less productive.
Uniforms
are one of the best methods opted by organizations for demonstrating their products.
This
is because
employees
' attire helps the sales team to reduce their expenditure on promotions, making
uniforms
a beneficial way of advertisements.
For instance
, according to a recent survey by the BBC, in 2017, the logo of Amazon's cloud services on their
employees
' t-shirts had helped them to reduce their promotional cost by $23 million.
Thus
, it is advantageous for companies to have a strict uniform rule, but I think it plummets the productivity level to a certain extent.
On the other hand
, when
employees
wear the same clothes each day of their work, it makes the workplace environment dull, resulting in lower productivity.
Additionally
,
employees
do not prefer to work in a space where they have to follow the uniform rule.
For example
,
a
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recent research at Oxford University stated that when a group of software engineers were asked to wear
uniforms
on office premises, their attention from their job digressed by 17%.
Hence
, it is apparent that to make workers productive, it is advised to exempt
uniforms
during work hours. In conclusion, numerous MNCs ask their workers to wear
uniforms
when they are working for them.
Although
it has some financial merits,
such
as it helps to lower their products' promotional cost, in my perspective, it creates the office environment sluggish and less productive.
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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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