The challenges posed by climate change and air pollution have far-reaching consequences, impacting not only public health but also the way we work. With air pollution contributing to 7 million premature deaths globally and causing massive economic losses, workplaces must adapt to these environmental threats.

The urgency of this issue became evident in January 2025, when Bangkok experienced hazardous levels of PM2.5 pollution, leading to school closures and emergency measures to mitigate exposure. Against this backdrop, People Matters hosted its latest Big Questions session, bringing together industry leaders to explore how organizations can future-proof employees in an era of environmental surprises.

Cherine Fok, Partner, ESG at KPMG, and Parul Sharma, Global HR at The Economist, emphasized that workplace safety is no longer limited to physical hazards but now encompasses climate resilience, air quality management, and employee well-being. The session underscored the importance of proactive corporate policies, sustainability-driven incentives, and forward-thinking HR strategies in preparing employees for climate uncertainties.

The immediate response to worsening environmental conditions has been the adoption of hybrid work models. However, as organizations increasingly call employees back to the office, the need for new climate-adaptive policies is growing.

“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?” said Parul. “After COVID, the way we work has changed, and we must take that into account.”

Organizations must go beyond generic prevention measures and rethink workplace policies to ensure employee safety across different geographic and climatic contexts. Among the solutions discussed were:

• Climate resilience subsidies – Providing stipends for air purifiers, high-quality masks, and home insulation to improve indoor air quality.

• AI-powered climate dashboards – Real-time monitoring of air quality and heat indexes to inform flexible work arrangements.

• Climate-flexible days – Allowing employees to adjust work schedules dynamically based on environmental conditions.

• Wellness vouchers – Funding initiatives such as electric bicycle subsidies, air purifiers, and medical check-ups as part of employee well-being programs.

Companies are also exploring climate insurance to protect employees from health risks associated with air pollution and extreme weather. Mental health support groups focused on climate-induced stress, along with integrating sustainability goals into corporate incentives, further bolster these efforts.

Embedding ESG into Organizational Culture

A significant barrier to climate resilience is the lack of robust Environmental, Social, and Governance (ESG) strategies in many organizations. Cherine highlighted the need for governance policies that align closely with practical implementation:

“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.”

Transparent ESG reporting enhances corporate accountability, but organizations must also consider workforce transformation and changes in the talent pool. This includes:

• Assessing governance maturity and workforce management capabilities.

• Integrating ESG considerations into business functions such as finance and risk management.

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• Developing policies that address both immediate environmental risks and long-term workforce sustainability.

By embedding sustainability into workplace culture, organizations can foster employee accountability and engagement in climate-conscious initiatives.

A key takeaway from the discussion was the importance of equipping employees with the skills to navigate climate-related workplace challenges. Organizations should treat sustainability training as an essential component of workforce development, akin to compliance training on workplace safety and diversity.

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

Leveraging AI-powered climate dashboards for informed decision-making, reverse mentoring, and intergenerational learning are critical steps in this process. Cherine emphasized the need for 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.”

Another crucial insight from the discussion was the role of younger employees in driving sustainability efforts. This generation is deeply engaged with climate issues, and companies must provide avenues for them to contribute meaningfully.

“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.

Organizations can harness this enthusiasm by:

• Encouraging reverse mentoring, allowing younger employees to share sustainability insights with senior leadership.

• Implementing AI-powered sustainability tools to facilitate engagement and track progress.

• Connecting climate initiatives to employees’ personal values, fostering a deeper sense of ownership.

Fostering a culture of climate-conscious action among employees, regardless of age, ensures that sustainability is not just a corporate initiative but a shared responsibility.

Moving Forward: Persistence and Adaptability

Future-proofing employees in a climate of surprises requires a multi-faceted approach, encompassing policy redesign, governance frameworks, training programs, and employee engagement. Flexibility in workplace policies must be tailored to individual and regional needs rather than adopting a one-size-fits-all approach.

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

Cherine concluded with a final thought: “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.”

By taking proactive steps today, organizations can ensure that their workforce remains resilient, adaptable, and prepared for the environmental uncertainties of tomorrow.