来源：新华社、南方日报、学习强国 近日，多地进一步放宽了考编年龄限制。 今年1月，四川省人社厅发布《关于进一步深化就业领域改革促进高质量充分就业的实施意 见（征求意见稿）》，提出支持事业单位适当放宽招聘年龄条件，鼓励企业放宽用工年龄限 制。 9月26日，四川眉山市发布2025年下半年眉山市事业单位公开考试招聘工作人员岗位和条 件要求一览表，岗位对年龄的限制为本科学历要求1986年10月13日及以后出生；研究生学 历要求1981年10月13日及以后出生。 放宽求职年龄限制，体现了社会对多样化人才的尊重。当各年龄段劳动者各展所长，就业市 场将迸发更大活力。 9月26日，四川遂宁市事业单位2025年下半年公开考试招聘工作人员的公告显示，岗位和 条件要求为本科生的年龄为1986年10月13日及以后出生；研究生的年龄为1981年10月13 日及以后出生，退役军人可在规定的年龄基础上再放宽2周岁。遂宁市人力资源和社会保障 局明确，从2025年下半年开始，事业单位公开招聘大专、本科学历年龄要求为不超过38周 岁。 届硕士、博士研究生，以及特定基层岗位如优秀村（社区）书记、工青妇专职干部等， 报 考年龄可放宽至40岁。 相关 ...

Core Viewpoint - The article highlights the growing age discrimination in the job market, particularly against individuals over 35, and emphasizes the need for companies to recognize the value of experience and maturity in the workforce [1][2][12]. Group 1: Age Discrimination in the Job Market - A significant number of job seekers over 35 face rejection due to their age, despite having relevant experience and qualifications [1][2]. - A survey indicates that 54.1% of workers aged 35-39 fear unemployment, and 70.7% worry about their skills becoming outdated, reflecting the highest levels of anxiety among all age groups [2]. - The tech industry shows a stark representation of age bias, with only 9.4% of workers over 35 in the internet sector and even lower in the streaming industry [2]. Group 2: The Value of Experience - The article argues that age should not be seen as a limitation but rather as an asset, as individuals over 35 possess valuable experience, emotional stability, and decision-making skills [5][12]. - Examples of successful leaders who started their ventures later in life, such as Ren Zhengfei and Lei Jun, illustrate that age can correlate with wisdom and capability rather than obsolescence [5][12]. Group 3: Corporate Responsibility and Initiatives - Great Wall Motors launched the "35+ Plan" to combat age discrimination and promote the hiring of experienced individuals over 35, demonstrating a commitment to social responsibility [10][11]. - The initiative aims to fill various core positions within the company, emphasizing the importance of experienced talent in ensuring product quality and safety [11][12]. - The company advocates for a shift in hiring practices across industries, urging businesses to eliminate age-related biases and focus on skills and potential [15]. Group 4: Societal Implications - The article discusses the broader societal implications of age discrimination, suggesting that it not only affects individuals but also stifles innovation and economic vitality within industries [12][13]. - By fostering an inclusive environment that values diverse age groups, companies can enhance their creativity and problem-solving capabilities, ultimately benefiting the entire industry [14][15].