steep competitive world, most nations consider the age as a primitive factor while opting any job applications. In that case, rejecting job seekers due to their age is a crime in several nations. In my opinion, it deads towards a negative progress of the nation. My inclinations and arguments are elucidated in the upcoming texts. There are numerous reasons to refuse the employee for their number of years, and the foremost one is their low productivity. As the number of years increased will directly reduce their propensity and efficacy of work in the field.
, they may suffer from several health issues with their age. The research paper of the Queensland University, Canada, approved that the teen brigade works efficient, powerful and punctual task than the old-age team. The other factor to select the minority in spite of old-person is their up-to-date knowledge. Because of them completed their graduation or post-graduation recently, they have an abundant amount of technical aspects till date, which is not only beneficial for the company, but the nation as well, as they bring the newest technology for the civilization.
For instance
, there was no computer technology before the couple of decades, whereas today, we are surrounded by technological equipments.
, the young behaviour plays a vital role in selecting them. Their eagerness to know new aspects entice the employer to prefer them inspire orthodox people. It is substantiated that the youngster likes to learn new things, potential technology related matters, compared to an elder person, as they assume that it is difficult to learn and not helpful for them. Agglomerating above all the points, it can be reiterated that,
an experience, and dedication to work of the older generation is not comparable by the youth, in my opinion, the growth of any nation depends on youth productivity, their knowledge, and eagerness to learn various aspects.
Submitted by Riken Patel on

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Topic Vocabulary:
  • age diversity
  • combat age discrimination
  • job opportunities
  • experienced individuals
  • vast knowledge
  • suboptimal hiring decisions
  • legal compliance
  • reverse discrimination
  • operational costs
  • health insurance
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