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?

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

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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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