One is an active reverse discrimination that is attempting to tilt the balance back (often enforced with some kind of law or policy). This has all kinds of well-known problems (that arguably are larger than the benefits).
The other is a more natural reverse discrimination that comes from collecting the missed opportunities of your competitors. If your competitors reject candidates for frivolous reasons, then it's easier for you to hire qualified people. I think this is what the parent comment was doing, and it doesn't strike me as a problem.
If you are a founder and aware of this bias, it is a big advantage. But if you're a competent guy in your 50s who got laid off, it's a big disadvantage. Free market economics rarely works like the textbook says, and the man (or God forbid, a woman) looking for a job is the one searching for the needle in the haystack of (1) attractive companies (2) that don't discriminate against older employees.
One is an active reverse discrimination that is attempting to tilt the balance back (often enforced with some kind of law or policy). This has all kinds of well-known problems (that arguably are larger than the benefits).
The other is a more natural reverse discrimination that comes from collecting the missed opportunities of your competitors. If your competitors reject candidates for frivolous reasons, then it's easier for you to hire qualified people. I think this is what the parent comment was doing, and it doesn't strike me as a problem.