Ageism in the workplace, how can technology help?

Interesting discussion! I haven't encountered ageism in my past and current workplaces, because I've had lots of older colleagues who were just starting out on a new career path. I don't have a specific answer to how technology could help. However, I do have some general observations about recruitment. When I was living in Warsaw, one of my university classmates was a recruiter at a large corporation. She told me that they don't read all CVs initially, but first run them through a specific system that looks for certain keywords related to the position. Surely, such a tool also has its issues, for instance, it may skip a totally qualified candidate just because they didn't use a specific keyword, but rather wrote it in different words. However, I feel like something like this system could help with the ageism problem. Second, when I was looking for a new job, I encountered not many, but still a lot of job adverts that were looking for an energetic person. Which is basically a lingo for "not older than 40"🙄 I think that to solve the ageism problem, we first need to target people that make obstacles for older folk. Without people changing, there's probably not a lot that technology could do. Also, I think that when solving an ageism problem, recruiting and specifically interviews need to be paid attention to. Because even if a person went through all of the stages of the recruitment and gets to the interview part, that's when recruiters can let them down. In regards to promotions, I think that technology could actually help. The systems that companies use to measure KPIs should be made anonymous to concentrate on people's metrics first, not on age/race/gender. I'm very curious about solutions that others see!