TOEFL 2026 Speaking Practice — Level Hard (for score 100+) #19

Listen to each question and give a spoken response. Aim to speak for 20–30 seconds per answer.

Score 100 — Perfect

I recall a specific time when I was working on a marketing project back in university. Our team lead, who happened to be male, kept interrupting our female team member whenever she tried to share her insights during our brainstorming sessions. It was actually quite frustrating to watch, I mean, it felt like her contributions were being systematically overlooked. Eventually, I decided to step in and explicitly ask her to finish her point, which shifted the dynamic of the meeting immediately. Because of this, she ended up providing the core strategy that ultimately led us to an A-plus on the project. That experience was pretty eye-opening for me, as it highlighted how even subtle biases can create a disproportionate impact on team success. It really shaped my belief that true fairness requires active, intentional inclusion.

135 words

Score 80 — Good

I recall a specific time when I was working on a group project during my sophomore year. We had to prepare a presentation, and I noticed that my male teammates kept interrupting the female members whenever they tried to share their ideas. It was really frustrating because the women had some great suggestions, but they just weren’t being heard. I mean, it felt like their contributions were being undervalued. So, I finally spoke up and asked everyone to let them finish. That experience really changed how I see fairness; it made me realize that systemic bias can be pretty subtle, and we all need to be more mindful about giving everyone an equal voice in the room.

117 words

Score 100 — Perfect

In my professional interactions, I usually favor a more informal, personal approach, regardless of gender. I mean, I’ve found that building genuine rapport is just more effective than staying strictly formal. For instance, when I was interning at a marketing firm in Seoul last summer, my team lead was this incredibly reserved woman, and at first, our communication felt pretty stiff. But once I started asking about her weekend or hobbies, the atmosphere shifted. It made our collaboration feel less like a transaction and more like a partnership. I’d say this is because establishing that human connection helps dismantle the systemic barriers that often make cross-gender communication feel awkward. As a result, we were able to share ideas much more openly. Honestly, prioritizing those personal connections is just a more authentic way to foster trust in the workplace.

138 words

Score 80 — Good

In my professional interactions, I usually prefer building informal, personal connections with my colleagues, regardless of their gender. I feel like it’s much easier to collaborate when you actually know the person behind the job title. Like, if I’m working on a project with someone, having a friendly chat about our hobbies or weekend plans makes the atmosphere way more comfortable. Um, it just feels more natural that way. Because we feel more relaxed, we end up sharing ideas more openly and honestly. I think this approach is really effective for me because it builds trust, and honestly, it makes the daily office routine feel a lot less stressful and more enjoyable for everyone involved.

115 words

Score 100 — Perfect

Personally, I am of the opinion that mandatory gender-neutral hiring is an absolutely essential step for modern companies. I mean, despite our best intentions, unconscious bias is still so prevalent in recruitment. When a hiring manager sees a name or a gender marker, it’s almost impossible for them not to form a quick, often biased, judgment. For instance, I have a friend who works at a major tech firm in Seoul, and after they started anonymizing resumes, the proportion of female candidates moving to the interview stage actually jumped by nearly twenty percent. It’s pretty clear that this systemic change helps level the playing field. By stripping away these identifiers, companies ensure that talent—not stereotypes—remains the focus. So yeah, I’m convinced that this approach is a pivotal move toward true workplace equality.

132 words

Score 80 — Good

Personally, I am of the opinion that companies should definitely use anonymous resumes. I think it’s a really good way to make hiring fair because it helps people focus on skills instead of just looking at names or gender. You know, sometimes managers might have unconscious biases without even realizing it, so removing those details is a smart move. If a company hides names and genders, they are forced to look at the actual work experience, which is what really matters. I believe this makes the whole process a lot more objective. It’s just a better way to ensure that everyone gets an equal chance to get the job based on their hard work and talent.

116 words

Score 100 — Perfect

I believe that such a policy is absolutely vital for fostering fairness in the professional world. You know, systemic pay inequality is still a persistent issue, and without transparency, it’s just too easy for companies to sweep those discrepancies under the rug. For instance, I read a report about Iceland’s equal pay certification law, which essentially forces firms to prove they’re paying fairly, and it’s been incredibly effective at closing the gap. When organizations have to disclose their data, it creates a kind of social accountability that’s hard to ignore. It’s not just about shaming companies; it’s about nudging them toward better practices. So, I’d say that mandatory disclosure is a pivotal step toward ensuring that someone’s gender doesn’t inadvertently dictate their earning potential. Ultimately, transparency is the best tool we have to guarantee genuine equity.

136 words

Score 80 — Good

I believe that such a policy is a good idea. Honestly, I think companies should be required to show their salary data because it helps make things fair. If everyone can see the pay gaps, then organizations might feel more pressure to fix them. It’s really about being open with employees. Um, I’ve seen that when there’s no transparency, it’s easy for inequality to hide in the background. So, if the government mandates this, it would definitely encourage businesses to pay people equally for the same work. It’s just a better way to make sure that gender doesn’t affect how much someone earns, and that’s important for fairness in the workplace, you know?

113 words