In the era characterized by increasing economic pressure, a prevalent school of thought is that both national and international businesses should hire employees based ontheir abilities, not their age. However, I do contend that age problems contain certain drawbacks in professional terms.
Firstly, age serves as a cornerstone in an individual’s evaluation. In fact, while old generations offer a wide range of experiences and skills, the youth is linked to creativity and adaptability. As a result, each company can choose their suitable employees, helping to maintain their sustained and substantial performance. For example, competitive fields including marketing, art-related jobs, and entertainment require the new blood of a workforce who has good mental and physical well-being to cope with pressure, as well as innovative thinking and flexibility appeared in these industries.
Secondly, age-associated limitations stem from relationship status or life stages. It is evidenced that adults or elderly, especially women with significant family responsibilities may sometimes reduce their attention and concentration for work and prioritize their loved-ones instead. This is mainly because not only does raising children require time-consumption, and stable income, but it also needs continuous efforts, and strategy. Therefore, high-pressure industries hesitate to hire individuals who have strong personal duties, as it makes their pace slow down.
In conclusion, although rejecting job applicants for their age brings merits to some extent, this is an undeniably negative development, as the company can not find well-suited workers, along with delaying their production advancement. However, focusing on age per se acts as a catalyst for the neglect of an individual’s actual abilities; therefore, making this trend illegal is of little importance.