“Planning on retiring at 65? Most Americans retire far earlier — and not by choice.”

That was the headline on CBS Moneywatch’s recent coverage of a disappointing trend. It’s disappointing in several ways:

• Many older Americans want to work into their late 60s, 70s, or beyond because it provides a sense of connection and purpose.
• Other Americans simply need to work past 65 for financial reasons.
• Employers in nearly every industry need more, not fewer, workers.

If we were able to satisfy all three of those groups, it would be a win-win-win. So how do we get there?

I advocate a two-pronged approach.

1) Employers in white-collar industries and other professions where it’s feasible to work into your 70s and beyond need to adjust their policies and overcome ageist assumptions.

Many of these employers fail to account for their older workers who also serve as caregivers, for instance. This is especially true for women in their 50s and 60s who often are forced to step back or out of a job in order to care for an aging parent or spouse.

Others aren’t willing to train older workers to help them keep up with younger colleagues’ skills — while retaining the experience, loyalty and other valuable traits older workers tend to possess.

And still other employers won’t change their leave policies to accommodate older employees. Many want to stay on, but with a bit more time off as they age, perhaps for a long-anticipated trip. They fear they’ll lose their job even if they take unpaid leave to travel.

The bottom line: Many employers don’t realize how older workers’ needs change, nor do they value the significant benefits they bring to the job. That’s ageism.

2) For workers in jobs that are difficult to perform after age 60, we need to create pathways to new careers.

I’m talking about older adults who have worked physically taxing jobs for most of their lives. Or those in risk-laden roles like police, fire and the military. Often, these older workers are on the lower side of the income scale. They need to retire, but they can’t afford to.

These workers’ plights remind me of a senior living community employer who told me about hiring a former truck driver. The ex-driver moved from a lonely, draining job to one that allowed him to be involved in people’s lives on a daily basis. The residents knew him and counted on him, and he felt he made a difference simply by showing up with a smile and a desire to engage.

That’s the kind of example we need to follow: Helping older adults move from physically, emotionally and mentally demanding jobs into new lines of work.

When employers do that — and when they adjust policies in white-collar industries — they can offer older adults the chance to work as long as they want or need. And they’ll reap the benefits of a more experienced, loyal and productive workforce, too.