Here are a few ideas, but before that, it must be pointed out that using age as the primary criterion for allocating training opportunities poses legal and ethical risks and may also violate the company's internal principles of fairness and diversity. It is recommended that before implementing any such policy, it is important to consult with the company's legal counsel and senior management to ensure that the practice complies with laws and regulations and company values. Assuming that the current situation cannot be changed, the following are some possible explanations for reference: 1. Emphasize the nature of the pilot project and business needs. Explain that this training project is currently a pilot project designed to respond to the rapid changes in the market and technology. You can say: "During the critical period of business transformation, the company decided to first pilot this new technology training in a specific group, so that the application effect of the new technology can be evaluated more quickly. In order to achieve transformation in the short term, we selected a group of employees who are relatively flexible in technology adaptability and innovative learning for preliminary training. After the project is successful, we will evaluate how to promote it on a larger scale, and we will also consider the participation of employees with different backgrounds and experiences." 2. Explain that resources are limited and urgent needs are given priority. You can explain: "Due to the limited resources of the company, and the rapid changes in new technologies require us to achieve certain updates and conversions in a short period of time, so currently we give priority to providing training opportunities to employees who have a certain habit of accepting new technologies and learning speed. We also recognize that every employee has unique value in the company, and we are currently working hard to explore other ways to help all employees get opportunities for growth and development." 3. Mentioning the diversified development plan shows that the company has different directions in the overall talent training strategy: "This training is a special project set up for specific business needs and transformation challenges. The selection of subjects takes into account the possibility of using and absorbing new technologies in the short term. Of course, the company attaches great importance to the experience and contribution of each employee. In the future, we also plan to launch other forms of training and development projects to make full use of the different advantages of employees at all stages and jointly promote the long-term development of the company." 4. Reiterate your recognition of all employees’ abilities and contributions. When communicating, emphasize that although the selection criteria for this round of training are related to the speed of technology updates, this does not mean that the company has doubts about the abilities or contributions of senior employees. “The experience you have accumulated in your position is also crucial to the company’s stable operation and long-term strategy, and we value this experience very much. The current arrangement is based on specific business considerations and is not a judgment on anyone’s ability or value. In the future, we will plan more training and further education opportunities for employees at different stages of development.” When summarizing, be sure to remind the communication object: • This arrangement is not related to personal performance, but is to respond more quickly to changes in the external market and technological environment; • The company will design a multi-level training system for different teams and employee groups in the future; • Your experience and expertise are also of irreplaceable value in the company, and the company will continue to find appropriate ways to support the career growth of each employee. Once again, be as sincere and transparent as possible during internal communication, actively listen to employee feedback, and be prepared to discuss with superiors how to adjust or expand training policies to maintain the company’s legitimacy and corporate culture.