Today, the number of older people, who tend to compete with young people for the same jobs in order to reduce the economic burden caused by maintaining living standards, is increasing. This decision creates serious complications that need to be addressed.
To begin with, competition among job seekers of different age groups could cause many problems. Firstly, there is a risk of a rise in the unemployment rate among young university graduates. Younger candidates may be subject to discriminatory behavior during the hiring process if age and experience are the primary criteria. This can puts them at a disadvantage compared to experienced workers, making it difficult for them to secure a job. Secondly, older candidates may feel the pressure of meeting the current job market demands in terms of qualifications and skills. To stay relevant in the workforce, there is a preference for hiring younger individuals who have received recent training and are more familiar with new technologies or trends.
However, there are a number of actions that could be taken to tackle the problem. Firstly, offering retirement planning and preparing older applicants for the future can create a situation that reduces the economic pressure on older workers to exit the labor market. Secondly, strengthening and enforcing laws against discriminatory behavior can create a fair assessment and allow all candidates to remain competitive. This mutually beneficial environment, where a balanced mix of younger and older employees work together and share experience and knowledge, leads to workers of all ages being able to thrive.
In conclusion, this issue can lead to discriminatory behavior toward both young and old workers, and stereotypes about the age and quality of workers should be reduced through policies that promote age diversity