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Employers should ensure that there are equal numbers of males and females in managerial posts in companies. To what extent do you agree or disagree?

Employers should ensure that there are equal numbers of males and females in managerial posts in companies. qVXgE
The need to find ways to reduce gender issues in the workplace has been a hot topic for decades. While it is thought by some that business owners should reserve equal proportions for both genders in executive positions, it can be argued that the notion of providing an equal number of seats in the board of directors is not the ideal way of achieving equal opportunities in terms of employment. To begin, having the same number of men and women in managerial posts in all companies is simply unrealistic. If a company decides to fill managing positions with equal numbers of both sexes, it would need enough qualified candidates in each gender. In reality, high-level job positions usually attract males more than females, and it would be impractical to aim for equal proportions. Thus, it is more difficult to fill these places if 50 per cent of them needed to go to females. As a result, ensuring equal numbers of both genders in upper-level posts is nearly impossible. In addition, it would also be unfair to base promotions to high-level jobs on gender. Employers should continue to select the best candidates for each position according to their qualifications not gender. In this way, both males and females have the same opportunities. If the selection is based upon gender, it will make employees believe their gender is more important than experience which will lead to discrimination in the offered employment opportunities between males and females. Consequently, reserving the same number of seats for each gender is not a viable solution to eliminate gender issues. In conclusion, providing equal opportunities in terms of administration positions is necessary. However, the selection of those managers should be based on merit as it would be both impractical and unfair to change to a selection procedure based on gender.
The need to find ways to
This phrase/word (depending on the context) can be potentially replaced with :
reduce
gender issues in the workplace has been a hot topic for decades. While it is
This phrase/word (depending on the context) can be potentially replaced with :
thought
by
This phrase/word is too simple and can be replaced with:
some
that business owners should reserve
You use this word too often, consider replacing it with
equal
proportions for both genders in executive
You use this word too often, consider replacing it with
positions
, it can
be argued
that the notion of providing an
You use this word too often, consider replacing it with
equal
You use this word too often, consider replacing it with
number
of seats in the board of directors is not the ideal way of achieving
You use this word too often, consider replacing it with
equal
You use this word too often, consider replacing it with
opportunities
in terms of employment.

To
This phrase/word (depending on the context) can be potentially replaced with :
begin
, having the same
You use this word too often, consider replacing it with
number
of
This phrase/word (depending on the context) can be potentially replaced with :
men
and women in managerial posts in all
This phrase/word (depending on the context) can be potentially replaced with :
companies
is
simply
unrealistic. If a
This phrase/word (depending on the context) can be potentially replaced with :
company
decides to fill managing
You use this word too often, consider replacing it with
positions
with
You use this word too often, consider replacing it with
equal
You use this word too often, consider replacing it with
numbers
of both sexes, it would need
This phrase/word is too simple and can be replaced with:
enough
qualified candidates in each gender. In reality, high-level job
You use this word too often, consider replacing it with
positions
usually
attract males more than
You use this word too often, consider replacing it with
females
, and it would be impractical to aim for
You use this word too often, consider replacing it with
equal
proportions.
Thus
, it is more difficult to fill these places if 50 per cent of them needed to go to
You use this word too often, consider replacing it with
females
.
As a result
, ensuring
You use this word too often, consider replacing it with
equal
You use this word too often, consider replacing it with
numbers
of both genders in upper-level posts is
nearly
impossible.

In addition
, it would
also
be unfair to base promotions to high-level jobs on gender. Employers should continue to select the best candidates for each
You use this word too often, consider replacing it with
position
according to their qualifications not gender. In this way, both males and
You use this word too often, consider replacing it with
females
have the same
You use this word too often, consider replacing it with
opportunities
. If the selection
is based
upon gender, it will
This phrase/word (depending on the context) can be potentially replaced with :
make
employees believe their gender is more
This phrase/word is too simple and can be replaced with:
important
than experience which will lead to discrimination in the offered employment
You use this word too often, consider replacing it with
opportunities
between males and
You use this word too often, consider replacing it with
females
.
Consequently
, reserving the same
You use this word too often, consider replacing it with
number
of seats for each gender is not a viable solution to eliminate gender issues.

In conclusion
, providing
You use this word too often, consider replacing it with
equal
You use this word too often, consider replacing it with
opportunities
in terms of administration
You use this word too often, consider replacing it with
positions
is necessary.
However
, the selection of those managers should
be based
on merit as it would be both impractical and unfair to
This phrase/word (depending on the context) can be potentially replaced with :
change
to a selection procedure based on gender.
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IELTS essay Employers should ensure that there are equal numbers of males and females in managerial posts in companies.

Essay
  American English
4 paragraphs
303 words
6.0
Overall Band Score
Coherence and Cohesion: 6.0
  • Structure your answers in logical paragraphs
  • ?
    One main idea per paragraph
  • Include an introduction and conclusion
  • Support main points with an explanation and then an example
  • Use cohesive linking words accurately and appropriately
  • Vary your linking phrases using synonyms
Lexical Resource: 5.5
  • Try to vary your vocabulary using accurate synonyms
  • Use less common question specific words that accurately convey meaning
  • Check your work for spelling and word formation mistakes
Grammatical Range: 6.5
  • Use a variety of complex and simple sentences
  • Check your writing for errors
Task Achievement: 6.0
  • Answer all parts of the question
  • ?
    Present relevant ideas
  • Fully explain these ideas
  • Support ideas with relevant, specific examples
Labels Descriptions
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    Currently is not available
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