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
most of the workforce in many developed nations is female,
men
are allocated the most senior
jobs
in many companies. Many business companies should establish a new policy to give a specific proportion of these
jobs
.
This
essay,
however
, disagrees with
this
statement because
jobs
should not be distributed based on gender, but on qualifications and
men
are smarter. The appointment of these high-paid
jobs
should be based on skills and level of education, but not based on sex.
In other words
, many business companies try to choose the most skilled and educated employees to be the managers of their departments.
While
many think it is just about getting a high salary, it is about the important and challenging responsibilities of other workers.
For example
, becoming the CEO of Apple Multinational Company in 2020 is a long-frustrating journey, with many difficult requirements that need at least a PhD degree with more than 20 years of experience.
Therefore
, gender should not play any role in identifying the right person for these
jobs
. Having a fixed percentage of
women
leading an administrative role would create an unfair system where
women
could occupy these
jobs
regardless of the fact
men
are smarter.
Moreover
,
men
are shown to complete tasks in less time than
women
.
For instance
,
according to
a recent study that was done at Oxford in 2021, males spend 30% less time in daily
jobs
to finish multiple assignments in Samsung than females.
Thus
, to increase productivity, we must work smarter. In conclusion, it seems reasonable to say that if we allocate a certain percentage of high-level positions to
women
,
then
we would damage our system.
Submitted by saif_omar98 on

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task achievement
Ensure that all points are well-supported with strong evidence and clear examples.
task achievement
Avoid absolute statements, especially those that may introduce bias or are contentious without evidence. It's important to remain balanced and objective in discussions about gender and capability.
coherence cohesion
Consider diversifying your discourse by exploring both potential positives and negatives of gender quota systems without bias.
coherence cohesion
The essay presents a clear introduction and conclusion, giving the reader a complete overview of the main argument.
task achievement
The topic is directly addressed, and the argument against setting gender quotas is clearly stated.

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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