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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Although
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over half of the
employees
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are women, most of the chief executive officers are men. Some individuals believe that companies should provide an exact number of high-level positions for women.
This
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essay totally disagrees with
this
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statement because it is
gender
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discrimination and makes other
employees
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burn out.  The primary reason why
this
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policy should not be implemented is that everyone, regardless of
gender
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, should have equal opportunities for career advancement. 
Employees
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should focus on using their dominant and flawless work to prove that they deserve to be in a higher position, not because of their
gender
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. To illustrate, the cosmetics company in Bangkok selects its chief by evaluating his performance. 
Therefore
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, it is possible for the only man in the company to get into
this
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position. The
second
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 main reason why it is unacceptable to distribute a certain percentage of the executive officers to one 
gender
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 is that it lessens the effectiveness of other
employees
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' performance. It cannot be denied that if they are aware that there are fewer opportunities for them to advance to higher-level positions, they will lose enthusiasm for their work, which will affect their abilities in the future.
For example
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, in the fashion industry, designers seem to be more alert when competing with each other to take
first
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place.  In conclusion,
this
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essay believes that the allocation of higher positions should not be based on
gender
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 because it is unfair to another unselected
gender
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and it reduces the efficiency of other people at the same time.
Submitted by Varaiphand 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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