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?

in the present-society, the population of the human has been increasing continuously that means the competition is
also
increasing.
Although
more than 50 per cent of the labour in many developed countries was
women
,
men
have a greater position than
women
. but I don't agree that
such
companies
ought to reserve some
positions
for
women
, which will describe in the
next
paragraph of
this
essay. In the beginning, in many developed countries, the government will provide the fundamental education for their citizen, so I believe that both
men
and
women
have the same opportunity to get their
positions
in the
companies
.
For instance
, if the man has very high performance but he did not get his job because of that position has reserved for the
women
. So I think the
positions
have to receive by the true ability that they have.
However
, in some countries, some
positions
of the
companies
might be bought by the
men
that have the connection with the high-level position in those
companies
.
For example
, a company interviewer selects a man without looking at his potentiality but based on his relationship. So it is not fair for the
women
who tried hard to get their job.
Therefore
, The
companies
have to select their employee by their performance not by the relationship. to conclude, Most of the senior
positions
are
men
. But some
positions
are not from his abilities but are acquired by purchasing.
However
, I do not agree that the
positions
should be reserved for
women
because regardless of
men
or
women
, everyone has equal rights and everyone has tried hard to get their jobs.
Submitted by zzknightzz555 on

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    • Sentence 2 - Example
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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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