The topic of whether companies should be required to have diverse boards has gained significant attention in recent years, reflecting the growing emphasis on equality and representation in the corporate world. This issue has appeared in various forms in past IELTS exams and is likely to continue being a relevant topic for future tests. Let’s examine a specific question related to this theme and analyze sample essays at different band levels.
Some people think that companies should be required to have a certain percentage of women on their boards of directors. Others believe that companies should be free to choose board members based solely on qualifications and experience. Discuss both these views and give your own opinion.
Analysis of the Question
This question presents two contrasting viewpoints on the composition of company boards:
- Companies should be required to have a certain percentage of women on their boards.
- Companies should have the freedom to choose board members based only on qualifications and experience.
The task requires candidates to discuss both perspectives and provide their own opinion. This type of question is common in IELTS Writing Task 2 and tests the ability to analyze different viewpoints, present balanced arguments, and express a personal stance.
Should companies be required to have gender-diverse boards is a complex issue that involves considerations of equality, meritocracy, and corporate governance. Let’s examine sample essays that address this topic at different band levels.
Sample Essay 1 (Band 8-9)
In recent years, the debate over gender diversity in corporate leadership has intensified, with some advocating for mandatory quotas for women on boards of directors, while others argue for a purely merit-based selection process. While both perspectives have merit, I believe that a balanced approach that encourages diversity without compromising on qualifications is the most effective solution.
Proponents of enforced gender quotas argue that such measures are necessary to break the cycle of male dominance in corporate leadership. They contend that women bring unique perspectives and skills to the boardroom, enhancing decision-making and corporate governance. Moreover, increased female representation at the top can inspire more women to pursue leadership roles, creating a positive feedback loop. This view is supported by research showing that diverse boards tend to outperform their homogeneous counterparts in terms of financial performance and innovation.
On the other hand, those who advocate for selection based solely on qualifications and experience argue that this approach ensures the most competent individuals are chosen, regardless of gender. They maintain that imposing quotas may lead to the appointment of less qualified candidates, potentially compromising the company’s performance and shareholder interests. Furthermore, they argue that true equality means gender should not be a factor in selection at all, and that quotas may stigmatize women as ‘token’ appointments.
In my opinion, while the intention behind gender quotas is commendable, a more nuanced approach is needed. Companies should be strongly encouraged to diversify their boards, but not through rigid quotas. Instead, organizations should focus on creating pipelines for female talent, ensuring equal opportunities for career advancement, and actively seeking out qualified women for board positions. This can be achieved through mentorship programs, leadership training targeted at women, and transparent recruitment processes that actively consider diverse candidates.
Additionally, companies should be required to report on their board diversity and explain their efforts to improve it. This approach maintains the focus on qualifications while also holding companies accountable for their diversity efforts. It recognizes that achieving gender balance is a process that requires sustained effort and cultural change, rather than a simple numerical target.
In conclusion, while mandatory quotas for women on boards may seem like a quick fix, they risk oversimplifying a complex issue. A more effective approach involves creating an environment that nurtures female talent, actively seeks out qualified women for leadership roles, and holds companies accountable for their diversity efforts. This balanced strategy can lead to more diverse boards without compromising on the fundamental principle of selecting the most qualified individuals to lead our corporations.
Diverse corporate board meeting
Analysis of Band 8-9 Essay
This essay demonstrates the qualities expected of a high band score:
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Task Response: The essay fully addresses all parts of the task, discussing both viewpoints and clearly presenting the writer’s own opinion. It provides a well-developed response with relevant, extended and supported ideas.
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Coherence and Cohesion: The essay is well-organized with clear progression throughout. It uses a range of cohesive devices effectively, and each paragraph has a clear central topic.
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Lexical Resource: The essay uses a wide range of vocabulary with very natural and sophisticated control of lexical features. Key terms like “corporate governance,” “mentorship programs,” and “transparent recruitment processes” are used accurately and appropriately.
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Grammatical Range and Accuracy: The essay uses a wide range of structures with full flexibility and accuracy. It demonstrates consistent control of complex language.
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Development and Support: Each main idea is well-developed with clear reasoning and relevant examples. The essay goes beyond surface-level discussion to provide insightful analysis.
Sample Essay 2 (Band 6-7)
The question of whether companies should be forced to have a certain number of women on their boards or if they should be free to choose based only on qualifications is a difficult one. There are good arguments on both sides, and I will discuss these before giving my own view.
On one hand, some people believe that companies should have to include a set percentage of women on their boards. They say this is important because women are often left out of top positions, even when they are qualified. Having more women on boards can bring new ideas and different ways of thinking, which can be good for the company. It can also inspire other women to aim for leadership roles.
On the other hand, others think companies should be able to choose board members based only on their skills and experience, not their gender. They argue that this is fairer and ensures that the best people are chosen for these important jobs. They worry that if companies are forced to choose women, they might not always get the most qualified people, which could hurt the company’s performance.
How to promote gender equality in the workplace is a complex issue that requires careful consideration. In my opinion, while it’s important to have more women in leadership roles, forcing companies to meet a specific quota might not be the best solution. Instead, I think companies should be encouraged to look for qualified women and to create more opportunities for women to gain the experience needed for board positions. This could include things like mentoring programs and making sure hiring processes are fair.
Companies should also have to report on how diverse their boards are and what they’re doing to improve. This would make them think more about including women without forcing them to meet a strict number. It’s important to increase the number of women on boards, but it should be done in a way that still focuses on getting the best people for the job.
In conclusion, while having more women on company boards is a good goal, it’s a complicated issue. I believe encouraging companies to be more inclusive and holding them accountable for their efforts is better than enforcing strict quotas.
Women in leadership roles at business meeting
Analysis of Band 6-7 Essay
This essay demonstrates the characteristics of a Band 6-7 response:
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Task Response: The essay addresses all parts of the task, discussing both views and offering an opinion. However, the ideas could be more fully developed and supported.
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Coherence and Cohesion: The essay is generally well-organized with clear overall progression. Paragraphing is logical, but cohesive devices could be used more effectively in places.
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Lexical Resource: The essay uses an adequate range of vocabulary for the task. There are attempts to use less common vocabulary (e.g., “inspire,” “performance”), but with some inaccuracy in word choice or collocation.
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Grammatical Range and Accuracy: The essay uses a mix of simple and complex sentence forms. There are some errors, but they do not impede communication.
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Development and Support: Main ideas are relevant, but some points could be extended further. The essay provides some supporting ideas and examples, but they could be more specific and detailed.
Key Vocabulary to Remember
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Corporate governance (noun) – /ˈkɔːrpərət ˈɡʌvərnəns/ – The system of rules, practices, and processes by which a company is directed and controlled.
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Diversity (noun) – /daɪˈvɜːrsəti/ – The practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc.
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Quota (noun) – /ˈkwəʊtə/ – A fixed minimum or maximum number of a particular group of people allowed to do something.
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Meritocracy (noun) – /ˌmerɪˈtɒkrəsi/ – A social system, society, or organization in which people get success or power because of their abilities, not because of their money or social position.
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Gender balance (noun) – /ˈdʒendə ˈbæləns/ – A state of equal or proportionate representation of genders, often in the workplace or leadership positions.
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Accountability (noun) – /əˌkaʊntəˈbɪləti/ – The fact or condition of being accountable; responsibility.
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Transparent (adjective) – /trænsˈpærənt/ – Open to public scrutiny; not hidden or concealed.
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Pipeline (noun) – /ˈpaɪplaɪn/ – In business, a supply of qualified people ready for promotion or advancement.
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Stigmatize (verb) – /ˈstɪɡmətaɪz/ – To describe or regard as worthy of disgrace or great disapproval.
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Nuanced (adjective) – /ˈnjuːɑːnst/ – Characterized by subtle shades of meaning or expression; finely differentiated.
In conclusion, the topic of gender diversity on company boards is likely to remain relevant in IELTS Writing Task 2. Candidates should be prepared to discuss various aspects of this issue, including the benefits and challenges of enforced diversity, the importance of qualifications, and potential strategies for increasing representation without compromising merit.
For practice, try writing your own essay on this topic or a related one, such as:
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“Some argue that gender diversity in company leadership should be achieved naturally over time, while others believe active intervention is necessary. Discuss both views and give your opinion.”
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“To what extent do you agree or disagree that companies should be legally required to have an equal number of men and women in senior management positions?”
Feel free to share your practice essays in the comments section for feedback and discussion. Remember, regular practice and exposure to a variety of perspectives on this topic will help you develop the skills needed to tackle similar questions in the IELTS exam.
