Recently, South Korea's "JoongAng Ilbo" reported a news that middle-aged employees over the age of 40 who are the "pillars of the economy" in South Korea have decreased by 9.2% in 10 years, becoming a "vulnerable group in employment" and gradually squeezing out of the labor market.
This phenomenon not only sheds light on the harsh reality of South Korea's job market, but also sparks a wide debate about ageism and fairness in the workplace.
一句话辣评：原来大家都一样，新生儿嫌少，大学生嫌多，35岁员工嫌老，60岁退休嫌早。
According to reports, SK Group's 11st e-commerce platform, which is one of the four major conglomerates in South Korea, has begun to encourage employees over the age of 35 to voluntarily quit their jobs. The company announced that employees who are 35 years of age or older and have worked for more than five years will receive a one-time compensation of four months' salary if they voluntarily apply for resignation.
This measure seems to provide a certain amount of financial compensation for old employees, but in fact it reflects the helplessness of enterprises in dealing with the economic downturn, and also exposes the discrimination and prejudice against middle-aged employees in the workplace.
In response to this phenomenon, we can't help but wonder: why do middle-aged employees become a "vulnerable group" in the job market? Shouldn't their experience, skills, and stability be valuable assets for companies, and why are companies more willing to lay off middle-aged employees than to help them cope with challenges through training and job transfers in the context of an economic downturn?
From a company's perspective, layoffs may be an effective means of reducing costs and improving efficiency in the short term. However, this practice ignores corporate social responsibility and long-term development. Middle-aged employees have a wealth of experience and skills, and their departure will not only lead to the loss of talent, but may also affect the stability and competitiveness of the company. In addition, it has a negative impact on society, exacerbating ageism in the job market and increasing social instability.
From a social point of view, we should pay attention to the employment of middle-aged employees and take measures to protect their legitimate rights and interests. The government can introduce relevant policies to encourage enterprises to provide more training and development opportunities for middle-aged employees, and promote their career transformation and upgrading. At the same time, society should also strengthen its attention and support for middle-aged employees to help them build confidence, enhance competitiveness, and better adapt to changes in the workplace.
In short, the practice of Korean companies to encourage employees over the age of 35 to voluntarily leave their jobs is worth pondering. We should pay attention to the problem of age discrimination in the workplace and promote social equity and the healthy development of the job market. At the same time, we should also call on enterprises to assume more social responsibility, pay attention to the growth and development of employees, and jointly build a more harmonious and inclusive workplace environment.
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#头条创作挑战赛 ##韩企开始清退35岁以上员工#