Firms rethink workplace safety amid climate shocks

Climate change and air pollution are shaping the very way we live and work. With air pollution linked to 7 million premature deaths globally and steep economic losses, the workplace has become a frontline for adaptation.

Back in January, Bangkok was enveloped in dangerously high levels of air pollution, forcing school closures and triggering emergency responses. This drove home the urgent need for employers to factor environmental volatility into workforce strategies.

People Matters spoke to business and HR leaders to explore how organisations can future-proof their people in an age of climate unpredictability.

Cherine Fok, partner - ESG at KPMG, and Parul Sharma, global HR at The Economist, laid bare the expanding definition of workplace safety: one that now includes climate resilience, air quality, and the emotional toll of ecological instability.

The rapid rise of hybrid work has been a practical short-term fix, allowing employees to work remotely during extreme pollution or heat events. But as more companies begin recalling their workforce to the office, a patchwork of outdated policies may no longer suffice.

“As leaders, we need to step back and think from a broader perspective – does one policy fit everyone, or do we need to tailor approaches based on region, country, or city?” asked Parul. “After COVID, the way we work has changed, and we must take that into account.”

In other words, climate threats call for a rethink – not just of where work happens, but how and when. The following ideas surfaced as immediate, adaptable measures:

• Climate resilience subsidies: Employers offering stipends for home air purifiers, high-grade masks, and insulation upgrades, giving staff the tools to protect themselves indoors.
• AI-powered climate dashboards: Real-time data on air quality and temperature to support smarter, safer scheduling decisions.
• Climate-flexible days: Allowing employees to adjust their hours or work remotely based on the day's environmental forecast.
• Wellness vouchers: Covering costs for electric bikes, routine health checks, and clean air solutions as part of broader well-being initiatives.

Some organisations are even eyeing climate insurance to cover health impacts related to poor air quality or weather extremes. Others are forming mental health support groups to tackle climate anxiety – a rising concern particularly among younger employees.

While these interventions are gaining traction, many companies still struggle with embedding Environmental, Social, and Governance frameworks that can support such efforts at scale. Cherine pointed out that ESG must be woven into the fabric of how organisations operate – from the boardroom to the back office.

“The tone from the top matters because it shapes workplace culture. Every department – finance, risk, business operations – must incorporate an ESG element. It’s about defining ESG for each vertical and equipping teams with the necessary capabilities,” she said.

That means moving from high-level sustainability reports to hands-on execution. Among the steps discussed:

• Evaluating governance maturity and internal capabilities to manage environmental threats.
• Infusing ESG thinking into finance, HR, risk, and operations functions.
• Developing policies that can balance short-term emergency response with long-term sustainability goals.

By integrating ESG into the day-to-day, companies can turn sustainability from a buzzword into a behavioural norm. It encourages accountability, cross-functional collaboration, and climate-conscious decision-making.

A standout point was the call to treat sustainability training with the same gravity as mandatory courses on health and safety or sexual harassment.

“Organisations need to prioritise sustainability training. Just like we have mandatory training on sexual harassment, sustainability should be equally important,” Parul noted. “Employees should understand how climate change affects them and their daily lives.”

This push for education extends beyond slide decks and seminars. Real change, as both leaders noted, will come from practical, engaging formats – reverse mentoring programmes where younger staff share insights with senior leaders, or learning modules that connect climate data to personal and professional choices.

Cherine also spotlighted the importance of future skills planning. “We must consider workforce transformation, talent reserves, and succession planning. Anticipating the skills and competencies needed to address sustainability challenges is crucial.”

Generation Z and Millennial workers have a tremendous part to play in climate response at work. This younger cohort is more environment-conscious, more vocal, and more eager to contribute to sustainability agenda. Organisations that ignore this wave do so at their peril.

“They are more advanced in their thinking. Supporting this new workforce isn’t just about empowerment – it’s about giving them the opportunity to contribute in ways that align with their values,” said Parul.

To harness this energy, companies can:

• Promote reverse mentoring to ensure younger employees’ insights shape decision-making.
• Deploy AI tools that visualise sustainability metrics and foster participation.
• Link climate goals to personal values, helping employees feel they’re part of something bigger than their job description.

Embedding a shared responsibility for climate action across the board ensures sustainability becomes part of a company’s cultural DNA.

Ultimately, future-proofing the workforce in an age of environmental upheaval demands more than token gestures. It requires a mindset shift towards flexible policies, holistic governance, workforce education, and empowered employee participation.

“When we talk about flexibility, it shouldn’t be one-size-fits-all. It should be adaptable to individual needs,” Parul stressed.

And in the spirit of staying the course, Cherine left the audience with a fitting metaphor: “In the face of uncertainty and challenges, one lesson we can take from Finding Nemo is: Just keep swimming. Climate change isn’t going away but persistence and consistency will help us navigate the future.”