When communicating training policies for specific age groups, it is necessary to ensure legal compliance and respect to avoid discrimination disputes. The following step-by-step recommendations： **The first step: legality assessment** 1. Immediately confirm with the legal affairs/HR department whether the policy complies with Article 26 of the Employment Promotion Law (prohibiting age discrimination) and local labor regulations. 2. If the training involves special positions (such as high-risk operations that require legal age restrictions), medical certificates or industry regulatory documents need to be prepared as the basis. **Step 2: Optimize the training program (if necessary)** -Case study: A bank adjusted the "digital skills training for employees under the age of 35" to a "technology empowerment plan for employees within 3 years of entry", which not only covers the target group but also avoids age discrimination. -It is recommended to use neutral standards such as job sequence, rank or working years instead of age restrictions **Step 3: Multi-dimensional communication strategy** ```python # Hierarchical information communication model communication_layers = { "Official channel": [ "The red header document emphasizes business pertinence (such as the 'Youth talent Reserve Plan') rather than age", "OA announcement with training objectives and Competency matrix comparison Table" ], "Informal channels": [ "The department will use business scenario explanations in regular meetings (such as'this AI tool training is for high-frequency use positions')", "Set up an HRBP Q&A hotline to respond to employee inquiries" ] } ``` **Step 4: Supporting remedial measures** -Simultaneous release of the resource library of general education courses for all staff -Set up reverse empowerment mechanisms such as experience sharing sessions for overage employees - Reserve 10% of the listening places for independent application **Step 5: Monitor feedback** After the training, collect the suggestions for improving the curriculum settings of employees of all ages, and publicize the optimization plan in the next training to reflect procedural justice. Final communication example： "This "Deepening Application Training of Intelligent Customer Service System" is mainly aimed at front-line service posts and key departments of digital reform in the past two years. The course content includes high-intensity operating system exercises such as real-time work order processing. It is recommended that colleagues who enter the relevant positions within 3 years must take it. Other colleagues can self-study basic modules through the knowledge base. " Note: The jurisprudence of the European Court of Justice in 2023 shows that age restrictions on the grounds of "intergenerational fairness" may also constitute discrimination, and it is recommended that priority be given to setting standards based on the objective needs of the position.