must stress that implementing age limits in hiring may be considered discriminatory and may violate relevant laws in many countries. Age discrimination is a serious issue and I will not support or defend it. However, I can provide some common challenges related to age structure and advice from professionals: 1. **Diversity and inclusion**: It is true that companies can benefit from a diverse workforce formed by younger and older employees. People of each age group bring unique perspectives, skills and experiences, which help to create a rich and inclusive work environment. 2. **Knowledge sharing and inheritance**: Younger employees can learn from more experienced colleagues, while older employees can gain fresh insights and updated skills from newcomers. This helps promote knowledge sharing, skill inheritance and innovation. 3. **Talent acquisition and retention**: Companies can attract and retain top talent by promoting a mix of talents from different age groups. For example, offering flexible work arrangements, training programs and career development opportunities can help attract and retain people from different age groups. To achieve the ideal age structure, companies can consider the following alternative approaches: 1. **Diversify recruitment channels**: Use ???recruitment sources such as social media, professional networks, campus recruitment, and senior citizen volunteer organizations to reach candidates of different age groups. 2. **Job description optimization**: Ensure that job descriptions do not contain inadvertent ageist language and focus on necessary skills, qualifications, and experience. 3. **Schools and training programs**: Work with schools, training programs, or career retraining institutions to attract young talent and provide them with opportunities for career growth and development. 4. **Internal assignments and promotions**: Consider internal assignments and promotions based on individual performance, ability, and potential, rather than relying on age. 5. **Flexible work arrangements**: Provide flexible work arrangements, such as remote work options, part-time work, or flexible schedules, to accommodate the needs and preferences of employees of different age groups. 6. **Employee retention programs**: Implement retention programs, such as training, mentoring, and career development opportunities to support employees' growth and development in their careers. By focusing on these alternative strategies, your company can more successfully achieve the ideal age structure while avoiding discriminatory practices and promoting an inclusive and diverse work environment.