When conveying new employee training information for specific age groups, special attention needs to be paid to the legality and inclusiveness of the wording to avoid direct or indirect age discrimination. The following are step-by-step suggestions： --- ### **1. Clarify the rationality of training goals and age requirements** -**Internal confirmation**: First ensure that the age limit has a legal and reasonable business basis (such as intergenerational differences in skills, specific technical adaptations, etc.), and consult the legal or HR department to confirm compliance. -**Alternative expressions**: If age is not directly related to training needs, it is recommended to adjust to other neutral standards (such as “employees within 3 years of entry”, “Special training for digital transformation”, etc.). --- ### **2. Suggestions for communication methods** ####**(1)Internal notification (email/announcement)** -**Neutral wording**： *"This training is mainly aimed at employees who have joined the company in recent years. The content focuses on XX skills/business transformation needs and aims to help the team quickly adapt to industry changes. HR will invite participants in a targeted manner based on job requirements and personal development plans. ”* (The age group is implied but not stated, emphasizing business needs rather than age. ） -**Additional instructions**： *"If you are not in the first batch of lists but are interested in this training, please contact HR to evaluate follow-up arrangements. ”* (Reflect openness and reduce the sense of rejection. ） ####**(2)Oral communication (department meeting/HR communication)** -**Focus on business needs**： *"At present, the market technology iteration is relatively fast. This training is mainly aimed at XX tools/methodologies commonly used by the new generation of employees to help teams collaborate more efficiently. If other colleagues have needs, we will provide adaptation courses in the future. ”* --- ### **3. Legal and ethical considerations** -**Avoid direct mention of age**: Use terms such as “new generation employees” and “digital original generation” with caution, which may imply age. -**Provide alternative options**: Provide other training resources (such as management courses and experience sharing sessions) for other employees to reflect fairness. -**Record the basis for decision-making**: Retain relevant data of training design (such as research results, skill gap analysis) for compliance review. --- ### **4. Alternative (recommended)** If age is not the core factor, it is recommended to use the following criteria instead： -**By rank/position**: such as “junior position employee” and “first-line business department". -**According to technical requirements**: such as “employees who need to use the XX system”. -**Voluntary registration**: Registration is open and the target population is stated, which is selected by the employees. --- ###**Example words** >*“The 2024 new employee growth plan will be launched soon! This training focuses on cutting-edge practices in XX fields, and is mainly aimed at colleagues who have joined the job in the past two years and are engaged in related business. HR will combine personal development plans with department recommendations to determine the list, and other colleagues can choose relevant content independently through the intranet learning platform. Please contact XX for details. ”* --- Through the above methods, not only can the training goals be achieved, but also the legal risks can be reduced and the company's inclusive culture can be maintained.