As a company event organizer, when considering whether to invite employees to participate in the event, it is necessary to avoid sensitive factors such as age and efficiency that may involve workplace discrimination. The following recommendations are designed to ensure that decision-making is legal, compliant, respects the rights and interests of employees, and provides reference communication ideas： --- ###**The first step: Re-examine the rationality of decision-making** 1. **Legality verification** According to the "Labor Law" and "Employment Promotion Law", any differential treatment based on age or subjective efficiency judgment may constitute discrimination. It is recommended to confirm with the HR department whether the training screening criteria meet the company's system and legal requirements. 2. **Clear screening criteria** If the training content is indeed directly related to a specific position or project (such as new software operation training), it can indicate that "participation needs to meet the objective requirements of currently participating in XX projects/using XX tools", rather than subjectively judging the ability of employees. 3. **Evaluate alternatives** For example, batch training, provision of recording and broadcasting courses, arrangement of tutors to assist in learning, etc., to ensure that all employees have fair opportunities. --- ###**Step 2: Communication framework (example)** **Topic: Description of next week's training arrangements** **Communication target: affected employees (one-to-one communication is recommended)** --- ####**Communication points：** 1. **Affirming value** "First of all, thank you for your continued contribution, especially your experience in the XX field (specific examples) is very important to the team. " 2. **Explain the nature of the training** "This training is mainly aimed at the practical exercises of the XX system/project. The content focuses on the new tools that have been launched recently (can be specified), and participants need to have started to contact the relevant workflow within this week. " 3. **Provide alternative support** "Taking into account the current work priorities, we plan to arrange special counseling for colleagues who need to deepen their skills in this field at the end of the month. Priority will be given to inviting you to participate. You can also learn about the information in advance at any time through the knowledge base (with link). " 4. **Open communication channels** "If you have other learning needs or suggestions, please feel free to communicate with me or the leader directly under you. We will fully coordinate resources and support. " --- ###**Precautions：** 1. **Avoid subjective evaluation** Disable the words "high intensity" and "efficiency" and focus on the relevance of training content to business needs. 2. **Keep written records** After the communication, a supplementary explanation was sent by email: "As we communicated today, this training is mainly applicable to XX situations, and the follow-up training plan will be notified to you at XX time. " 3. **Synchronous direct leadership** Consult with its immediate superiors in advance to ensure that the follow-up work arrangements reflect continuous trust in the abilities of employees. --- ###**Alternative proposal** If you cannot find a completely neutral screening reason, it is recommended： -Change to a voluntary registration system, indicating the target population for training -Adjust the training format (such as shortening the length of a single session and increasing the rest interval) to meet the needs of different employees --- Workplace fairness directly affects team cohesion and company reputation. It is recommended to prioritize inclusiveness by adjusting the design of activities rather than screening participants. If you need to further customize the plan, you can provide more background information, and I will assist in refining the communication strategy.