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中国在工作场所的年龄歧视由来已久，求职者早在35岁时就在职业道路上面临与年龄有关的障碍。
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Covid-19的大流行导致公司减少劳动力成本，使所有年龄段的求职者都更难找到工作。
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最近，中国四川省的一家汽车服务公司发布了一则招聘信息，要求团队的平均年龄在30岁以下。
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这进一步证明了中国工作场所的年龄歧视日益普遍。
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这种年龄歧视不仅影响到年长的求职者，也影响到年轻的千禧年求职者，他们正面临着来自大量应届大学毕业生日益激烈的竞争。
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这场大流行加剧了这一问题，使各年龄段的求职者更难找到合适的工作。
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31岁的杨女士住在上海，自上个月以来，她向100多家公司提出申请，但没有成功。许多公司明确要求应聘者年龄在30岁以下，有些公司甚至将这一数字降低到27岁，这使得年龄较大的千禧一代很难找到工作。更糟糕的是，许多公司还要求有研究生学位和三年的工作经验，这使得年轻的毕业生很难在达到年龄限制之前获得他们需要的经验。Yang担心，如果在找工作的过程中出现任何问题，她将永远失去找到自己职业道路的机会。
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文章研究了中国工作场所中的年龄歧视问题。在中国的传统文化中，人们普遍认为30岁以上的女性应该回归家庭，这一点在就业市场上得到了体现。公司更倾向于雇用更年轻、更便宜的候选人，他们的职业寿命会更长。由于公司把自己的生存放在首位，这种大流行病进一步增加了年龄歧视的普遍性。
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在中国的工作场所，年龄歧视是一个问题，特别是对于30岁以上的女性。
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公司正在选择雇用更年轻、更便宜、职业寿命更长的候选人。
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由于公司把自己的生存放在首位，这种大流行病进一步增加了年龄歧视的普遍性。
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根据51job.com发布的报告，需要10年以上工作经验的职位只占所有招聘职位的10.5%，而需要 "1-3年 "或 "3-5年 "的职位数量占到60%以上。
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超过60%的35岁以上的受访员工处于非管理职位，超过70%的人说他们的职业生涯在35岁之前在晋升机会方面停滞不前。
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中国人民大学中国就业研究所研究员毛宇飞评论说，年轻人被视为更有创造力，他们中的大多数人还没有成家，出于对事业的追求，他们可能更愿意适应一定程度的高强度、快节奏的工作。
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中国正在从大流行病引起的经济衰退中复苏，有更多的工作机会向30岁以上有经验的工人开放。
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服务业和一些制造业正在引领复苏。
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政府需要出台更有力的就业政策，提高老年求职者获得工作信息的能力。
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应规范公司的招聘要求，并利用平台经济来吸收工人。
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劳动法意识需要加强，应鼓励求职者在遇到年龄歧视时通过法律措施维护自己的就业权利。
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年龄歧视在许多国家都是非法的，但在面临人口迅速老龄化和劳动力萎缩的中国则不然。
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中国社会科学院在11月发布了一份年度报告，其中强调了中国劳动力市场因人口变化而导致的成本上升。
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报告指出，企业有一个不合理的招聘门槛，即35岁，这加剧了劳动力市场的供需矛盾。
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国家媒体敦促企业解决 "不科学、不合理 "的工作招聘限制。
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得到中华全国总工会支持的《工人日报》的一篇专栏文章指出，这种限制已经造成了就业市场的混乱，必须予以纠正。
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中国政府正在采取措施，解决因人口变化导致的劳动力市场成本上升问题。
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已经敦促企业解决对工作招聘的不合理限制，这些限制已经造成了就业市场的混乱，必须予以纠正。
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China has a long history of ageism in the workplace, with jobseekers facing age-related obstacles in their career paths from as early as age 35.
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The Covid-19 pandemic has caused companies to reduce labour costs, making it harder for jobseekers of all ages.
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A job posting for a Chinese automotive services firm in Sichuan province was recently posted, requiring the team to have an average age of 30 or less.
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This further demonstrates the growing prevalence of ageism in the workplace in China.
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This ageism is not only affecting older jobseekers, but also the younger millennial jobseekers who are facing increasing competition from a large number of fresh university graduates.
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The pandemic has exacerbated this issue, making it harder for jobseekers of all ages to find suitable employment.
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Ms Yang, a 31-year-old living in Shanghai, has applied to over 100 firms since last month with no success. Many companies are explicitly requiring candidates to be under the age of 30, and some have even lowered that number to 27, making it difficult for older millennials to get jobs. To make matters worse, many companies also require a postgraduate degree and three years of work experience, making it hard for young graduates to gain the experience they need before they reach the age limit. Yang worries that if anything goes wrong in her job search, she will forever lose the chance to find her career path.
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This article examines the issue of ageism in the Chinese workplace. It is widely believed in traditional Chinese culture that women over the age of 30 should return to their families, and this is reflected in the job market. Companies are more likely to hire younger, cheaper candidates who would have a longer career lifespan. The pandemic has further increased the prevalence of ageism as companies prioritize their own survival.
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Ageism is an issue in the Chinese workplace, especially for women over the age of 30.
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Companies are opting to hire younger, cheaper candidates with longer career lifespans.
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The pandemic has further increased the prevalence of ageism as companies prioritize their own survival.
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According to a report released by 51job.com, jobs requiring more than 10 years of experience accounted for only 10.5% of all postings, while the number of jobs requiring “1-3 years” or “3-5 years” accounted for more than 60%.
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Over 60% of surveyed employees over the age of 35 were in non-managerial positions, and more than 70% said their careers had stagnated in terms of opportunities for promotion before turning 35.
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Mao Yufei from the China Institute for Employment Research commented that youth are seen as more creative, most of them have not yet started a family, and they may be more willing to adapt to a certain amount of intense, fast-paced work out of a desire to pursue a career.
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China is recovering from its pandemic-induced downturn, with more jobs opening up to experienced workers over 30.
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The service sector and some manufacturing industries are leading the recovery.
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The government needs to introduce more robust employment policies and increase the ability of older jobseekers to access job information.
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Companies should be regulated in their hiring requirements and the platform economy should be leveraged to absorb workers.
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Labour-law awareness needs to be strengthened, and jobseekers should be encouraged to defend their employment rights through legal measures when they encounter ageism.
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Age discrimination is illegal in many countries, but not in China, which is facing a rapidly ageing population and shrinking workforce.
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The Chinese Academy of Social Sciences released an annual report in November which highlighted the rising cost of China’s labour market due to demographic changes.
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The report noted that companies have an unreasonable recruitment threshold of 35 years old, which has exacerbated the contradiction between supply and demand in the labour market.
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State media has urged firms to address the “unscientific and unreasonable” restrictions on job recruitment.
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An op-ed piece in the Worker’s Daily, which is backed by the All-China Federation of Trade Unions, noted that such restrictions have caused chaos in the job market and must be corrected.
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The Chinese government is taking steps to address the rising cost of the labour market due to demographic changes.
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Companies have been urged to address the unreasonable restrictions on job recruitment, which have caused chaos in the job market and must be corrected.
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