The majority of senior positions in corporations are nowadays filled by males. However, in developed countries the general percentage of job positions taken by females is frequently more than 50. It is often stated that companies must be required to hire a certain percentage of women in high-level positions. I am of the opinion that in order to raise social equality, allocating a certain percentage of senior positions to women might be a solid method.
The primary reason why I support this policy is that women continue facing barriers to promotion despite making up a large proportion of the workforce. Not only is there unconscious bias among chief executive officers towards females, but there are also fewer networking opportunities for women compared to men. For instance, between a female and a male with the same set of hard and soft skills, a male is more likely to be promoted. Thus, by obliging corporations to allocate an equal percentage of job positions to females, stronger social equality might be achieved.
Nevertheless, quotas should not result in unqualified candidates being promoted. While taking these regulational requirements, the goal is rather equal opportunity than automatic promotion. For example, in many major companies around the world the percentage of females in high-level positions is 50, while the requirements for candidates remains the same for both genders. Therefore, merit, hard, and soft skills must remain the primary criterion.
In conclusion, gender equality in the high-level job market might be achieved via norms such as requirements to hire a certain percentage of women in these positions. However, I believe that the constant aspect should remain the candidate’s skill set.