1.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.

Certainly,
although
labor
Change the spelling
labour
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staff in many developed countries is over 50 per cent female,
companies
tend to fill their leading
positions
with men. Businesses should allocate a certain percentage of these
positions
to
women
. In
this
essay, I will explain why I tend to disagree with
this
view to some extent. I concede that there are several reasons why
companies
should be forced to have
same
Add an article
the same
show examples
proportion of gender in
the
Correct article usage
apply
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management
positions
and perhaps the most obvious
one
is
women
leaders are always overlooked and suffer from gender discrimination. If
companies
operate for a long time, many of them used to have male leaders in the past few decades, and
this
invariably makes them act in the same pattern and is potentially extremely detrimental.
For example
, Facebook, which is
one
of the globally renowned
companies
, hires
women
as its CEO, helping it achieve amazing business
result
Fix the agreement mistake
results
show examples
, and
this
arguably suggests that
women
have the same ability as male in leading and facilitating business development.
However
, I believe that
this
suggestion is not feasible in
this
modern scenario.
One
compelling reason is
companies
should select their candidates for leadership
positions
based on their qualifications and performance. When
companies
promote or recruit new managers, they typically offer equal opportunity to a different gender, in turn allowing them to choose the best and most suitable
one
for the specific position. What
this
does is make it absolutely crucial. Huawei,
for instance
, which is a famous IT company in China, has a fair and open process to promote their staff to become
Add an article
a manger
show examples
manger
Correct your spelling
manager
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. As
such
, every staff has the same chance to fight for their own, which is ultimately why it becomes
one
of the most successful
companies
in China. In conclusion,
while
some believe we should allocate certain
positions
of management to
women
, I believe we should not force
companies
to do
this
base on the reasons above.
Submitted by 15219169 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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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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