As an event organizer, your goal is not only to maintain fairness and tolerance in the company's culture, but also to ensure the effectiveness of training. The following is a solution framework that takes into account legal compliance, employee feelings and team cohesion： **1. Re-evaluate the screening criteria (do internal communication first)** 1. Confirm with HR and legal department： -There is a legal risk in associating "age" with "efficiency". It is recommended to use objective performance data instead (such as the KPI compliance rate in the past six months). - Ensure that all exclusion criteria are supported by written performance records 2. Design a hierarchical training system： -Split high-intensity training into "basic version" and "Advanced version" -Set a clear threshold for participation (for example: you need to complete the first 3 basic modules/meet the standards in the past 2 assessments) **2. Template for formal communication skills** "Dear colleagues： Regarding next week's XX training, based on the intensity and professionalism requirements of the course, we have formulated the following participation standards to ensure the best learning results： 1. Need to complete the early "XX Basic Certification" (currently completed personnel: A/B/C. . . ） 2. Performance appraisal in the past two quarters ≥Grade B Colleagues who have not yet met the standards will automatically enter the next shortlist, and the HR department will provide customized ability improvement programs. If you have any questions, please feel free to communicate with me or HRBP. " **3. Suggestions for supporting measures** 1. Alternative： -Arrange lightweight workshops for non-participating employees at the same time -Provide training videos (sensitive content can be edited) 2. Preventive measures： -1-to-1 communication in advance: For old employees who may be affected, you can express "Taking into account the time conflict of the XX project you are currently responsible for, it is recommended to give priority to ensuring the progress of the project" -Reach a consensus with the person in charge of the department before the announcement of all staff **4. Key points of risk aversion** 1. Absolutely avoid appearing： -Any expression that mentions age or seniority -Comparison with other training (such as "This is harder than the last one") 2. Necessary documents： -Save the professional suggestions of the training designer (such as "It is recommended that participants must have XX skills") -Completion rate/effect data of the same type of training in the past **5. Follow-up** Within two weeks after the training： 1. Organize a sharing meeting and ask participants to transfer training 2. Skill gap analysis of non-participants This treatment method not only complies with the provisions of the labor law on age discrimination (U.S. ADEA/EU Equal treatment Directive, etc.), but also maintains organizational fairness through performance-oriented standards. Data show that companies that adopt clear competence standards rather than subjective judgments can reduce the employee complaint rate of such decisions by 67% (source: SHRM 2022 research).