State leaders push policy solutions for women in midlife, provide recommendations for employers

Conversation highlights how menopause impacts workforce participation, retention and quality of life for Michigan women

MACKINAC ISLAND, Mich. -- Experts gathered today at the Detroit Regional Chamber’s Mackinac Policy Conference to highlight the findings and recommendations of the newly released Menopause Memorandum: Menopause, It’s a Movement! The discussion focused on how menopause impacts workforce participation, Michigan’s economy, and quality of life for Michigan women — and the practical steps employers, lawmakers, and communities can take to better support women through midlife.

Michigan Department of Labor and Economic Opportunity (LEO) Director Susan Corbin was joined by Kelli Saunders, Dr. Tracy Joshua and Cheryl Bergman of the Michigan Women’s Commission (MWC) to highlight insights from the commission’s statewide Menopause in the Workplace Survey and conversations with women to develop key recommendations aimed at improving support for midlife women. 

“Women make up approximately half of our workforce, but face significant barriers ranging from pay inequality to structural supports like childcare and healthcare impacts like menopause,” said Susan Corbin, LEO Director. “We’re committed to continuing these conversations in the hopes that we continue to drive meaningful progress making the workplace better for women in any stage of their careers.”

Key findings from their Menopause in the Workplace Survey include:

• 79% of respondents agree that a menopause supportive workplace is important to them.
• 52% of respondents indicated their workplace culture did not foster an environment where employees would be comfortable taking time off due to menopause
• 30% said they were not comfortable speaking about their menopause symptoms at work for fear of being judged by coworkers
• 11 respondents reported that they left their job due to menopause symptoms Assuming this survey is representative of all midlife working Michigan women experiencing menopause symptoms, this represents a loss of 16,500 women from the workforce yearly due to menopause symptoms.

Respondents were also asked, “If your workplace were to develop a protocol, what would you like it to include?” The top five responses were:

1. Work from home or remote work arrangements
2. Improved ventilation, humidity, and air conditioning
3. Easy access to cold drinking water
4. Easy access to washrooms or toilet facilities
5. Resource packet

Michigan Women’s Commission released the Menopause Memorandum in March making key recommendations for employers and lawmakers on how to help women thrive in midlife, assist communities and families and help grow our economy. Addressing menopause in the workplace is essential to understanding the full scope of challenges women face across their careers and lives. The report is part of their ongoing efforts to share women’s voices and take action on what women are telling us they need to thrive.

“Michigan women have made it clear that menopause is impacting their ability to thrive at work, and employers have an opportunity to respond with practical, low-cost changes that strengthen both their workforce and their bottom line,” said Cheryl Bergman, Executive Director, Michigan Women’s Commission. “Implementing these recommendations is not simply about supporting women through a health transition — it is good business. When employers invest in menopause-informed workplaces, they invest in the long-term health of Michigan’s economy, families and communities.”

For employers, the commission urges actions that increase awareness and create healthier, more supportive workplaces. Recommendations include educating all employees about perimenopause and menopause, providing reliable information and resources, updating workplace policies and benefits through a midlife health lens, offering low‑cost accommodations and ensuring supervisors and HR teams receive basic menopause‑awareness training.

For lawmakers, the commission calls for policy solutions that raise public awareness, strengthen access to midlife and menopause‑related health care, ensure physicians receive menopause‑specific training and create workplace‑focused policies that better support women in midlife.

“Women are not only a driving force in Michigan’s workforce, they also own nearly half of our small businesses,” said Kelli Saunders, Michigan Women’s Commissioner and Vice President of the Small Business Association of Michigan. “That makes supporting women through every stage of their careers, including midlife, essential to the strength of our small business economy. Creating a more menopause-friendly workplace starts with awareness, empathy and practical flexibility – meeting people where they are so they can continue to lead, contribute and grow.”

“As corporate citizens, we know that supporting employees through every stage of life is essential to building a strong, resilient workforce,” said Dr. Tracy Joshua, Vice President of External Supply Chain, Mars Snacking formally Kellogg’s/Kellanova, Michigan Women’s Commissioner. “That is why we at Kellanova welcomed hosting a menopause conversation reinforcing how many women are navigating menopause without the information, workplace support or understanding they need to continue thriving professionally and personally. By creating space for open dialogue and implementing thoughtful workplace practices, employers can help retain experienced talent, strengthen employee well-being and foster cultures where people feel valued and supported in an inclusive and belonging environment.”   

Additionally, LEO recently published the Women in the Michigan Workforce report, highlighting both progress and persistent structural barriers like pay gaps that continue to impact women’s opportunities, retention and advancement in the workforce.

The MWC plans to continue the Menopause Movement by continuing to raise awareness and educating menopausal Michiganders, and employers.

The Michigan Women’s Commission and the Menopause: It’s a Movement! initiative will continue building on the momentum created through statewide conversations, survey findings, and the release of the Menopause Memorandum by advancing education, advocacy and systems change across Michigan. Next steps include working with employers to implement menopause-informed workplace practices, supporting lawmakers as menopause-related legislation moves forward, expanding public awareness and physician education efforts, and continuing to elevate the voices and lived experiences of Michigan women.

Read the full Menopause Memorandum.

Read the Women in the Michigan Workforce report.