Hubei Daily评论员Du Yuhui最近，许多地区的公司正在逐渐使年龄限制从35岁到45岁，这似乎是打破“ 35岁的阈值”的改进尝试。但是，“ 45岁的放松”是冰的表面破裂吗？问号仍然值得。对年龄限制的放松对“一定程度适合”的年龄歧视的长期社会怀疑反应。但是我们还必须清楚：年龄歧视有从“明确政策”转向“未指定政策”的风险。在市场压力下，工作供应中的不平衡结构，对商业工作的隐藏排除以及法律监督的滞后继续削弱实施原始政策意图的影响。 35岁以下员工的平均生产率高于45岁以上的员工。公司正在追求最大收入，并倾向于选择具有更高“成本绩效比率”的年轻员工。尽管有些单位清楚地说“可以在45岁时举报”，在实际操作中优先考虑35岁以下的候选人；一些互联网人力资源公司承认：“默认情况下，简历系统将优先考虑35岁以下的候选人，除非年长的求职者拥有自己的专利或资源。”因此，公众不得不问：什么称为“年龄放松”将是“与家庭渠道关系”的新包装？我国家的劳动力市场正在迅速变化。在数字化浪潮的驱动下，各行各业的工人技能的Kinrequirentions继续改善。中间老年人和成年人的员工不仅在学习能力方面面临挑战，而且在接受心理和哲学方面存在显着差异。面对这个事实，前员工的经历如何有效？如何更新和升级知识结构？所有这些问题都需要系统的解决方案。无论政策有多强大，都可能是“ reward but not in reality." Building a more inclusive market market is a major issue that requires the coordination and long -term efforts of many parties. Required steps include: Developing a lifelong study system to improve the re-employment capabilities of the adultsand older groups; strengthening legal barriers to working discrimination and increasing illegal costs; Promoting employers to establish a scientific talent test mechanism, focusing on ability and performance, so that the middle and older people who "think to do and want to do" is to have work and work. Otherwise, the reforms under the "fairness" banner will eventually become a false prosperity. "Relaxing at 45 years old" is a reflection of social development, but we must continue to think more: Being fair to the workplace is not just about relaxing the age. The true reform is to re -develop the coordinate system of the labor market value, break the "age = value" sealing, and promote the concept of institutional design and wor从“年龄为领导者”到“人才的充满才能”，以释放更广泛的劳动力组的生产力并减轻工作市场的意外焦虑。