Core Insights - The phenomenon of "age discrimination" in the workplace is a global issue, not limited to any specific region, and manifests in various forms such as hiring preferences for candidates under 35 years old and the challenges faced by job seekers over 35 [1][2] Group 1: Reasons Behind Age Discrimination - The first dimension is the difference in work motivations at various career stages, which influences hiring decisions. Younger workers (22-35 years) seek growth and challenges, while mid-career workers (35-50 years) prioritize stability and sustainability, and older workers (50+ years) focus on acceptance and transition [3][4] - The second dimension involves "generational consciousness," where individuals from similar historical backgrounds develop shared values and behaviors, leading to biases against older workers by younger generations [6][7] - The third dimension is the redefinition of experience value, where age no longer equates to experience. In the digital and AI era, effective experience is based on active engagement rather than merely the length of service [10][11][12] Group 2: Implications for Companies - Companies often prefer younger workers due to perceived advantages in motivation, adaptability, and cost-effectiveness, which can lead to age discrimination practices [13][14] - The reliance on age as a proxy for experience can result in the exclusion of older workers who possess valuable skills and insights, ultimately harming the company's innovation and sustainability [14][15] - To combat age discrimination, companies should adopt ability-based hiring standards, foster intergenerational understanding, and create a diverse team environment [15][16]