Most of the high-level positions in government and private organisations are owned by men


You should spend about 40 minutes on this task.

Present a written argument or case to an educated reader with no specialist knowledge.

Write about the following topic:

Most of the high-level positions in government and private organisations are owned by men and very few women are in the high-level jobs. Should government reserve a certain portion of high-level jobs for women? What is your opinion on that issue?

Give reasons for your answer and include any relevant examples from your own knowledge or experience.

Write at least 250 words.

Sample Answer:

In today’s society, the issue of gender equality in the workforce is a topic of great importance. It is a well-known fact that most high-level positions in both government and private organisations are predominantly held by men, with very few women occupying these roles. This has sparked a debate on whether the government should reserve a certain portion of high-level jobs for women. In my opinion, while the intentions behind such a policy are noble, I believe that it is not the most effective solution to address gender inequality in the workplace.

First and foremost, implementing a quota system for high-level jobs based on gender may lead to a perception of tokenism. This means that women who are appointed to these positions may be viewed as being there solely to meet a quota, rather than being selected based on their qualifications and merit. This could potentially undermine their credibility and lead to a lack of respect from their colleagues and subordinates.

Furthermore, the focus should be on creating a level playing field for both men and women in the workforce. Instead of reserving high-level jobs for women, efforts should be made to address the underlying issues that contribute to the lack of gender diversity in leadership positions. This could include initiatives to provide equal opportunities for career advancement, mentorship programs for women, and addressing unconscious bias in the hiring and promotion processes.

Additionally, it is important to recognize that diversity in leadership brings a range of perspectives and ideas to the table, which can ultimately benefit the organisation as a whole. By promoting a culture of inclusivity and diversity, organisations can harness the full potential of their workforce and drive innovation and success.

In conclusion, while the underrepresentation of women in high-level positions is a significant issue, I do not believe that reserving a certain portion of these jobs for women is the most effective solution. Instead, efforts should be focused on creating equal opportunities and addressing the underlying barriers to gender equality in the workforce. By promoting diversity and inclusivity, organisations can create a more equitable and thriving workplace for all.

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