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?

It is being argued that
although
there are more than 50 per cent female workers in many developed nations, most advanced-level
positions
in
companies
are made up
by
Change preposition
of
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men
.
Companies
should be required to fixed percentage of these
jobs
for
women
. I strongly agree with
this
statement because female can
women
will be able to communicate well with consumers and they have more responsibility for
jobs
than
men
. Females might attract more consumers.
In other words
, many
women
are friendly, sexy and polite with their customers, so they can easily increase the company’s sales and profits.
For example
, it can be observed that Marine Health Company allocated most of the proportions of high-level
positions
to
women
and the company's sales tripled. Another reason why
companies
should replace
men
in senior
positions
with
women
is because many females are responsible for
jobs
.
That is
to say that females give reports on time and even they can work a night shift.
As a result
, It helps to raise profits for many
companies
.
For instance
, many
companies
in Uzbekistan account for high-level
positions
by
women
because they are more liable than
men
and it takes profits more thanks to
women
. In conclusion, even though more than half per cent of workers are female in many developed nations, most top-level managers are male.
Companies
should be required to allocate a certain percentage of high-level
positions
to
women
, and I completely agrees with that because female attract customers and they are responsible for their
jobs
and work overtime.
Submitted by berdimuratovaybek on

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Essentional vocabulary list for IELTS Writing 7+

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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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