Topic 6: We now see many more women in the workforce, even in fields once thought to

be the preserve of men. Our women are taxi drivers, shippers, builders, and bodyguards.
All over the country, women earn money and raise families, with or without men. Many
people think that “Hiring decisions should be about competency, not gender.” To what
extent do you agree or disagree with this opinion?

PEACE!

WHEN MORE WOMEN JOIN THE WORKFORCE!

AFFIRMATIVE ARGUMENTS

Introduction:
Nowadays, women remain underrepresented in the labor market. In 2021, 67.7% of
women were employed, whereas men’s employment was 78.5%. In other words, there is
still a gender employment gap of 10.8, which has only slightly decreased in the last 10
years.

Even if more women participate in the labor market, the burden of private and care
responsibilities, the unpaid work, still rests largely on their backs. Women’s increase in
working hours doesn’t usually lead to a more balanced sharing of domestic and
caregiving work between women and men. As a result, when combining the amount of
time dedicated to unpaid labor (day-to-day, domestic duties, including care), overall,
women work more.

Women are increasingly well qualified: more women than men graduate from
universities. However, due to care responsibilities, many women do not feel as free in
their choice of jobs or do not get the same job opportunities as men. For the same reason,
women are more likely than men to work in part-time jobs.

Work is the best way to empower women economically. It is, therefore, necessary to
increase women’s labor market participation.

There are some reasons I agree with the opinion we should be fair in hiring without
regard to gender.

Firstly, single mothers will not be able to afford to support their families as a
society still imposes gender-based occupational jobs.
Overall women on average earn less than men per hour. This gender pay gap stands at
13.0 % for the EU27 in 2020 and declined only by 2.8 pp since 2010. Several factors
contribute to this gap: different working patterns of women, often linked to their career
breaks or change in working pattern to look after a child or other relatives; gender
segregation in low-paid sectors; part-time employment… Some women are even paid
less than men for the same work. If this situation continues, these women will not be able
to support the family economy. Because for their families, when there is a lack of a man
in the home, the mother is the breadwinner of the family, and they have to shoulder many
things, so they need jobs with stable wages and equality in recruiting jobs.
Secondly, build a good brand and image for that company.
Today we live in a time of progressive and developmental ideas, and we have taken a
closer look at gender equality. Women today are all educated like men and they have
great achievements in their careers. When the company is run by and filled with men, you
are showing the world that you don’t value equality, diversity, and inclusion. This can
certainly harm your business in 2022. People are less likely to give their business to less
diverse companies, especially when they don’t see this as a reflection of who they are and
what their values are.
• Showing a united front of gender inclusion and diversity can do a lot of good for
your company’s image. It sends a message of who you are as a company and who
you want to be going forward.
• Being a Diversity-Positive employer will also encourage a wider, more diverse
pool of applicants to apply for jobs with your company. Which kickstarts a very
positive chain reaction of diversity.
• Hiring female employees is a positive action for you, your company, the workers
within your company, the workers still to come, the women involved, the
economy, and the general public.
• That is an impressive list of positives. Having both women and men in your teams
means you benefit from the different points of view and approaches that come
from different life experiences.
• A multiplicity of perspectives can spark creativity and innovation, and help
organizations spot and seize new opportunities. It can also encourage
organizations to challenge gender stereotypes.

Thirdly, being fair in gender equality in job recruitment helps women can
flexibility in the workplace:
The increased number of women in the workplace not only has brought several positive
changes but also has made organizations look more closely at the problems of employees.
These positive changes enable employers to address unique issues like helping workers
balance professional and family life etc. With more and more women coming to the
workplace, the attitude and mindset of employers have changed.
With the coming of women into the workforce, the management has to bring several new
programs and changes that benefit both males and females.
Facilities like childcare, ATMs at work, work from home, elder care, oil change, etc were
not offered by the management before women started to enter the workforce.

In conclusion, Gender stereotypes in all spheres of life influence very much people’s
choices of work they do and how they can combine it with private life. They are at the
root of occupational, sectoral, time, and hierarchical segregation between women and
men.

Gender stereotypes related to the division of care responsibilities usually turn out to be
detrimental

to women and their career paths. Women opt for part-time work more often, with
consequences for their life-long income, including pension, and with impact on their
career possibilities. Likewise, stereotypical masculinity norms hinder men from fully
participating in parenthood, and caregiving in a wider sense.

We need to build a future where girls and boys can freely choose their education and
profession.

OPPOSITION'S ARGUMENTS

Historically, social and cultural norms have often dictated what kinds of work are
considered suitable for women. Gender biases and stereotypes have limited women's
participation in certain fields and jobs, leading to the idea that some work is not suitable
for women. Gender balance in recruiting personnel is a good and necessary thing in
today's society. However, there are jobs where women will not fit the job requirements.
Hence hiring decisions should be about competency, not
gender, I disagree with this opinion.
There are some reasons I feel we need to consider whether that gender is appropriate for
that profession.
Firstly, consider the hiring of a gender-based decision to protect women from
danger.
Over the last 30 years, women's labor force participation has fallen from 52 to 49 percent
globally, compared to 75 percent for men. Plus, women are half as likely as men to have
full-time jobs, and those who do can earn up to one-third less than their male
counterparts. The fact is that 104 economies still prevent women from working in certain
jobs for no reason beyond that they are women. In 59 economies, there are no laws on
sexual harassment in the workplace, and in 18 economies, husbands can legally prevent
their wives from working. Besides women are at risk if they apply for jobs as taxi drivers,
working in the environment alone, privately in a narrow space, and having to work at
night, they will easily be sexually harassed, affecting their psychological health.

Secondly, the physical strength of women is weaker than that of men, so it is not
suitable for jobs that require strong physical strength
Those who consider women unsuited for some kinds of jobs including the police or the
military often hold that opinion because such jobs are extremely physically demanding.
As the female body has smaller muscles and less physical strength compared to the male
body, women may have difficulty engaging in strenuous activity which can be exhausting
even for men. In military service, female soldiers are more likely to struggle while
defending themselves than their male peers when they are forced to move around
carrying heavy firearms in battle, which can increase their risk of mission failure.
Because of the hazards and extreme conditions, they may encounter, some people
advocate that women are not suitable for work in these fields. While it is stated by some
people that both genders have the same rights, and females can secure all the jobs, others
believe there are some crucial differences between them, which do not let women have
some occupations. I partially agree with the first statement to some extent.

Women's body structure is different from men's, but this does not mean that one of them
is more valuable. To begin with, as a result, sex is not related to people's abilities.
Because their brain's system follows the same module. In addition, we all are humans, no
one is not upper than others due to the same origin root. Thus, if a boy wants to climb a
mountain, a girl too has this ability to do it.

Although all careers are available for women and there is no limit to having them, some
jobs require a great amount of power, which the boys can do more efficiently because of
having stronger muscles. This issue comes from some hormones in male corps that make
them almost bigger. Doing so, If a woman would like to participate in a mining group,
she probably can, but she cannot stand working there for a long time.

Thirdly, due to weaker physical strength, in some cases, the danger encountered is
impossible for them to take care of and solve. For example, truck drivers or bus drivers,
in some accidents they may encounter, are not physically fit enough to manage
unexpected situations.

To sum up, it is not natural that society has prejudices about hiring decisions according to
gender. For several reasons I put above, in my view, we should still apply gender-based
hiring. There will be more knowledge jobs suitable for women, and as long as women's
regulations and rights are guaranteed then other aspects will get better.