原来听人说过，有些公司为了减少支出，会选择跟有资历的老员工解约，然后聘用工资要求更低的年轻员工。

在公司里，有资历的老员工都属于senior，而新来的年轻员工资历尚浅，只能算是junior。
但是，最近的趋势是，不少公司都开始采用这样的策略，用junior级别的员工来取代senior员工。由此还出现了一个新的词汇juniorization。

The “juniorization” is a phenomenon commonly seen in many businesses these days, where older/senior workers are being swiftly replaced by younger ones, all in the name of saving money.

“年轻化”是近期在很多行业都普遍出现的一种现象，即以节省开支的名义用年轻员工取代有资历的老员工。

Recently, the focus on juniorization has increased as Wall Street banks began implementing it as a risky strategy to lower operating costs.

最近，随着华尔街的银行们也开始实行这一策略来降低运营成本，人们对“年轻化”这一现象的关注也开始增多。

The chief executive at the investment-banking unit of a large firm explained this in simple terms: Headcount had stayed pretty stable at his firm, he said, but the makeup of that headcount had changed.

某集团投行的首席执行官是这样解释这一现象的：他们公司的员工总数基本保持稳定，但是员工的构成情况有所变化。

His bank had decided that it had too many expensive managing directors in some parts of its sales and trading business.

他所在的银行认为，他们某些销售和交易部门的高薪总经理人数过多。

Give junior employees better technology, he said, and they offered just as much value as a managing director would have in days gone by.

他表示，为年轻员工提供更好的技术的话，他们创造的价值就会跟一位总经理过去创造的价值一样多。

In other words, you don't need to pay an older trader or salesperson $1 million a year for experience and market savvy when you can give a junior trader some technology and the same knowledge at the end of a keyboard and mouse.

换句话说，年轻交易员在有了技术和相同的交易知识后就能办到的事情，你就不必一年花一百万美元养一个资深的交易员或者销售员。

同时，也有人表示，随着各类技术进入工作领域，年纪略大的员工在使用新技术方面也显得有些吃力。为了提高工作效率，雇佣更多年轻员工也是明智的选择。

不过，有反对人士称，员工队伍重要的是多样化(diversity)，不光要讲性别、种族等方面的多样化，在年龄构成上也要多样化。年长的员工凭借丰富的经验指导年轻的员工，他们才会成长得更快。

小编认为，年龄增长是自然规律，谁也不能避免。但是，只要坚持学习，勇于接受和尝试新知识、新技能，就不会被淘汰。