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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Most high-level
positions
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in
companies
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are filled by men even though the workforce in many developed countries is more than 50 per cent female.
Companies
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should be required to allocate a certain percentage of these
positions
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to women. In many developed
countries'
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countries
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companies
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, females fill more than half of the workforce
whereas
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leader-level
job
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spots are usually occupied by male workers. It is suggested that high-level
job
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positions
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should be allocated with an equal
gender
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rate by
companies
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. I totally disagree with
this
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statement because
companies
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should hire individuals based on their abilities, and it is harmful for
companies
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to employ a person because of
gender
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. On one hand, picking up an individual whose abilities match a vacancy the best benefits the
company
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the most.
This
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is because those potential
staffs
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staff
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will work more efficiently as they may have strong educational backgrounds or rich experiences related to the required spots. With a high efficiency, they might generate more profits.
For example
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, consider Tesla looking for a software manager to lead a new program, only a candidate with programming and tech skills can handle
this
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position,
thus
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making money.
Therefore
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, I think abilities should be the top consideration for
companies
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rather than
a
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apply
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gender
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equality.
On the other hand
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, allocating
job
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positions
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by
gender
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has a negative impact on a
company
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as it can cause a sense of injustice. If a
company
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hires a female with a high salary for a management team because of her
gender
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, it is totally unfair to others in the
company
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,
hence
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leading to less loyalty and low
job
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satisfaction.
Therefore
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, I believe that allocating jobs by
gender
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is harmful to
companies
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' development. In conclusion, I absolutely disagree with the statement because
job
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hiring should consider personal ability
first,
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and allocating jobs by
gender
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has an obvious negative impact on a
company
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.
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Cohesion
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Balance
Consider exploring counterarguments to your position for a more balanced discussion.
Clarity and Structure
Your essay clearly presents your viewpoint, offering a well-structured argument.
Relevant Example
You've successfully included a relevant example (Tesla) that concisely supports your argument.
Terminology
Consistent use of appropriate terminology related to the topic.

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To get an excellent score in the IELTS Task 2 writing section, one of the easiest and most effective tips is structuring your writing in the most solid format. A great argument essay structure may be divided to four paragraphs, in which comprises of four sentences (excluding the conclusion paragraph, which comprises of three sentences).

For we to consider an essay structure a great one, it should be looking like this:

  • Paragraph 1 - Introduction
    • Sentence 1 - Background statement
    • Sentence 2 - Detailed background statement
    • Sentence 3 - Thesis
    • Sentence 4 - Outline sentence
  • Paragraph 2 - First supporting paragraph
    • Sentence 1 - Topic sentence
    • Sentence 2 - Example
    • Sentence 3 - Discussion
    • Sentence 4 - Conclusion
  • Paragraph 3 - Second supporting paragraph
    • Sentence 1 - Topic sentence
    • Sentence 2 - Example
    • Sentence 3 - Discussion
    • Sentence 4 - Conclusion
  • Paragraph 4 - Conclusion
    • Sentence 1 - Summary
    • Sentence 2 - Restatement of thesis
    • Sentence 3 - Prediction or recommendation

Our recommended essay structure above comprises of fifteen (15) sentences, which will make your essay approximately 250 to 275 words.

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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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