最近有两则社会新闻，一个是社保新政，一个是考公年龄新政，反响很大。看似无关的两则社会新闻 ——社保政策的调整与公务员招考年龄的放宽，实则深刻反映了当代社会对"人生财富"与"生命意义"的 双重焦虑与重构。 社保的核心是养老金的积累与分配，其本质是对个人未来经济安全的制度性承诺。社保不仅是经济问 题，更是社会安全感的象征——它决定了人们是否能在晚年维持尊严与自主。 上海市2025年公务员招录将执法类岗位年龄上限从35岁放宽至38岁，这一调整打破了长期以来的"35岁 职场危机"桎梏。在民营经济不确定性加剧的背景下，公务员岗位因其"终身抗风险"特性成为许多人的 终极职业选择。 年龄限制的松动，某种程度上是对"中年职业价值"的重新认可——它意味着社会开始承认，经验、阅历 与稳定性同样值得制度性保障。 这两则新闻的共同点在于，它们都指向一个核心问题：如何在不确定的时代，构建个人的"人生财富"？ 第四，应对人口结构变化，结合延迟退休趋势，延长公务员服务年限，缓解编制内人员老龄化带来的断 层压力； 社保代表的是"未来的确定性"，考公年龄放宽则提供了一种"当下的确定性"，然而，真正的"人生财 富"或许不仅在于经济安全，还在于选 ...

Core Viewpoint - The article discusses the "35-year-old crisis" in the Chinese workplace, particularly in the automotive industry, highlighting the societal perception of age and its impact on career opportunities for professionals over 35 years old [5][9][21]. Group 1: Age Discrimination in the Workplace - The concept of a "35-year-old crisis" has evolved from the 1994 civil service examination age limit, which aimed to optimize the age structure of the workforce but has since become a rigid workplace barrier [8]. - The average life expectancy in China has increased from 67 years in 1994 to 78.6 years today, yet the age standard for employment has not adapted accordingly, leading to a collective perception that 35 is a career dividing line [8]. - The rise of internet companies has intensified the focus on youth, with companies like Pinduoduo and ByteDance having median employee ages of 29.6 and 27, respectively, further entrenching age biases in hiring practices [11]. Group 2: Automotive Industry's Response - The automotive sector exhibits a more lenient attitude towards age compared to tech industries, with many positions, especially in manufacturing, welcoming older workers [13]. - Senior roles in automotive companies often have age limits that are more flexible, with some positions allowing candidates up to 50 years old [13]. - Companies like Great Wall Motors and XPeng are actively promoting age diversity, with initiatives aimed at hiring individuals over 35 and even 60, recognizing the value of experience in navigating complex industry challenges [18][20]. Group 3: Economic Factors and Hiring Practices - The hiring practices in the automotive industry reflect a tension between the need for experienced professionals and the economic pressures to optimize labor costs, leading to a preference for younger candidates [15]. - The disparity in salary expectations between younger and older candidates, with 35+ employees earning 2-3 times more than fresh graduates, contributes to the reluctance of companies to hire older workers [15]. - The shift towards high-quality development in the automotive sector is prompting a reevaluation of the value of seasoned professionals, as their experience becomes crucial for navigating technological changes [20][21].

以下文章来源于图数室 ，作者图数室 图数室 . 新浪新闻出品《图数室》栏目。 关注我们，用数据读懂热点。 伴随劳动力结构的老化与经验价值的重估，一个更包容、更理性的职场时代，正在悄然开启。 部分地区开始放宽招聘年龄限制 很长一段时间，"35岁职场危机"如同一把无形的标尺，卡在无数求职者的职业道路：企业招聘隐形歧 视、公务员考试设限、中年转岗举步维艰...... 来源丨图数室（ sina-tushushi ） 图源丨Midjourney 曾几何时，35岁成了无数职场人心头的一道"隐形红线"。招聘启事悄悄划线，单位用工默默设限，职 业选择逐渐变窄…… "35岁危机"一度成为大龄劳动者焦虑的代名词。 但如今，这道无形门槛似乎正在松动。山东、新疆、北京等地陆续打破招聘的年龄限制，部分岗位甚 至放宽至45岁。 但近年来，随着人口结构变化和人才观念升级，"35岁职业门槛"迎来转机——山东、新疆、北京、河 南等多地相继出台政策，明确要求机关事业单位、国有企业破除招聘中的年龄限制，把部分岗位年龄 放宽至45周岁（以下）群体。 | 哪些地区 | | 新浪新闻 出品 自公尺= | | --- | --- | --- | | | ...

以下文章来源于图数室 ，作者图数室 图数室 . 新浪新闻出品《图数室》栏目。 关注我们，用数据读懂热点。 本文来自微信公众号： 图数室 ，作者：图数室，题图来自：视觉中国 曾几何时，35岁成了无数职场人心头的一道"隐形红线"。招聘启事悄悄划线，单位用工默默设限， 职业选择逐渐变窄…… "35岁危机"一度成为大龄劳动者焦虑的代名词。 但如今，这道无形门槛似乎正在松动。山东、新疆、北京等地陆续打破招聘的年龄限制，部分岗位甚 至放宽至45岁。 伴随劳动力结构的老化与经验价值的重估，一个更包容、更理性的职场时代，正在悄然开启。 部分地区开始放宽招聘年龄限制 很长一段时间，"35岁职场危机"如同一把无形的标尺，卡在无数求职者的职业道路：企业招聘隐形 歧视、公务员考试设限、中年转岗举步维艰...... 但近年来，随着人口结构变化和人才观念升级，"35岁职业门槛"迎来转机——山东、新疆、北京、 河南等多地相继出台政策，明确要求机关事业单位、国有企业破除招聘中的年龄限制，把部分岗位年 龄放宽至45周岁 （以下） 群体。 | 哪些地区 | | 民制闻 出品 冒险后 | | --- | --- | --- | | | 放宽年龄限 ...

Core Points - The "invisible red line" of age 35 has historically created anxiety for older job seekers in the workplace [1][4] - Recent changes in policies across various regions in China are loosening age restrictions for hiring, with some positions now open to candidates up to 45 years old [2][5] - The labor market is transitioning towards a more inclusive and rational approach, valuing experience and older workers [3][8] Group 1: Age Restrictions in Hiring - Regions such as Shandong, Xinjiang, Beijing, and Henan have implemented policies to eliminate age limits in recruitment for public sector jobs [5][7] - The average age of the labor force in China has increased from 32.25 years in 1985 to 39.72 years in 2022 [7] Group 2: Demographics and Labor Market Trends - The demographic shift shows that individuals aged 30 to 49 make up over 50% of the employed population, with the 30-39 age group at 27.6% and the 40-49 age group at 25.1% [11] - The total labor force aged 16-59 peaked at 930 million in 2012 and has since declined to 860 million in 2023, indicating an aging workforce [13] Group 3: Value of Experience - Older job seekers possess unique advantages, combining extensive industry experience with peak physical and execution capabilities [8] - The labor market is moving from a "quantity dividend" to a "quality dividend," with older workers becoming a crucial part of the workforce [14][23] Group 4: Changing Perceptions of Age - The traditional view of the "golden age" for employment has shifted downward to 35 years over the past three decades, but this trend may be reversing [19][24] - Research suggests that the age-income curve in China may increase, with the "golden age" for employment potentially rising to 45-50 years by 2035 [24]