雅思大作文7分范文及解析：男女适合不同工作

观点类大作文，社会类话题

Some people think that men and women have different qualities. Therefore, some certain jobs are suitable for men and some jobs are suitable for women. To what extent do you agree or disagree?

题目来源：2016年10月8日亚太雅思大作文

1、题目大意

有观点认为男女品质不同。因此一些工作适合男性或女性。是否同意？

2、思路解析

这是一道观点类大作文，聊的是男女工作的问题。审题时需要注意题目观点中包含的因果逻辑关系，及因为“男女品质不同”，所以“一些工作适合男性或女性”，遇到因果关系的，我们可以分析“因”、“果”本身否有问题以及因果逻辑是否有漏洞来进行反驳。下面，月半鸭和大家一起来看下具体观点。

首先来看这个观点的合理性。

男性和女性在体能、性格等方面确实存在差异，比如男性的体力和耐力普遍比女性要更好，而女性则比男性更加细心和耐心。而不同的工作岗位由于工作性质差别，对于从事的人也会有不同要求，像建筑工人需要足够的力量和体力来持续搬运重物，因此男性从事的比例更高，而像幼教老师在接触孩子时需要展现足够的亲和力并且足够细心以保证照看到每个小孩，所以女性从事的比例更高。考虑到不同工作岗位的需要以及男女特质的差异，确实会出现，某个岗位的从业者更偏向于男性或女性。

然后来看观点中不合理的部分。

最大的问题在于因果之间不存在必然关系，虽然有些职业会有专门的要求，但在用工时并不会只参考性别，可能还会有一些其他因素。并且，由于科技发展等外部环境的变化，工作职能也在发生改变。比如自动化的普遍运用使得工人不再仅仅是从事体力劳动，而是需要操作器械及计算机，这一点上男女差异并不明显。

此外，随着男女平等的理念不断推进，越来越多的人开始认为一个人是否胜任某项工作不应该取决于性别这样的刻板印象，而是取决于其能力等更加实际的因素。

3、提纲

4、高分范文示例

The gender has long been referred to as a parameter to assume the quality between men and women, and therefore employers tend to take it as a criterion in recruitment of certain positions. Personally, while I don’t mean to deny some differences related to genders, I have to say it is simplistic to recklessly deny the justification of either gender in certain positions solely based on our conventional perception.

Some devotees of the prejudice in question might argue that there do exists a physical dichotomy between women and men, notably in features like strength or endurance (not to mention the possible maternal leave of females in their future careers), which makes it difficult for many sectors to overlook the factor, for example in some labor-based positions as construction workers or other jobs requiring patience like housemaids. I suppose it is such an apprehension that compel many self-proclaimed PR experts to incorporate gender as a standard for recruitment.

Plausible though it may seem, those who jump on this bandwagon of gender difference are oblivious to the fallacy behind their assumption – there is no inherently causality between the premise and the conclusion. In other words, whether or not a job is suitable for certain groups is not an either-or question to which we can jump to an answer solely based on the so-called common belief. Contrary to what it may appear, to evaluate the capability of candidates for any positions is a task of great complexity that incorporates a range of extrinsic determinants. For example, we should not lose sight of the trend of automation in many dangerous sectors, making the role of human in these positions no more than an operator behind consoles. In this respect, it doesn’t make any sense to focus on gender of applicants if what we need is someone to operate computers. Even for some tasks that cannot be accomplished by robots, it is imperative to recognize the individual quality regardless of their gender – compelling examples include, but are not limited to, male nurses and female pilots for fighters.

In conclusion, it is irrational to set a threshold of gender for job applicants simply based on our personal presupposition of the quality between men and women.

5、相关词汇和语法结构

Parameter  限定因素, 指标，规范

Criterion  标准

Recruitment  招聘

Prejudice  偏见

Dichotomy  差距

Plausible  看似合理

Fallacy  错误

Oblivious  忽视的

Evaluate  评估

Determinant  必要因素