Our recent Workplace Health Needs Report found that 42% of employees are extremely or very concerned about adverse weather events affecting them or their families.
So it's no surprise that more and more employees want to work for organizations that have made it clear that they support environmental sustainability. Two-thirds (66%) of employees globally say it is important to them that their employer demonstrates their commitment to climate change through communication and action. If this commitment is carried through to all aspects of the business, including benefits programs, then it can resonate even more. Here are three ways to incorporate environmental awareness into your organization's long-term well-being strategy.
Human resources play an important role in a company's climate and sustainability strategy. Everyone in the business needs to contribute, and the HR team is especially important in managing the "S" of ESG. To understand and prepare for the impact of climate on their own employees, organizations need to conduct cross-functional risk assessments. HR should be involved when discussing adaptation and crisis mitigation plans, as a business's most critical asset is its people.
Businesses should also recognise the important role they play in their communities as part of responding to climate events and building resilience. When disasters strike (and they happen more and more frequently), employers can play a major role in helping employees and the wider community survive and recover. Encouragingly,67% of employees surveyed believe their employer will help them in an emergency. Employers have an opportunity to build that trust and support their employees and communities through action.
Modern benefits programs play a role in supporting the environment. Employers can offer and promote employee programs to support net-zero goals and climate adaptation. Specific actions could include redesigning transportation welfare policies to reduce carbon emissions from travel – providing credits for electric vehicles, installing charging stations at workplaces, providing subsidies for public transportation or non-car travel (e.g., bicycles, motorcycles), and programs to encourage carpooling. In addition to transportation, employers can consider offering sustainable investment options, or offering carbon consumption accounts, which allow employees to improve their homes and lifestyles, be more energy efficient, and follow a greener lifestyle.
Finally, employers should be prepared to adapt. Climate events are becoming more frequent and impactful. Recent UN research has found that this is only going to continue. Employers need to ensure that their employees have access to and use of medical and other necessary services in times of crisis.
Our Workplace Wellness Needs Report found that post-COVID employees are more receptive to digital health solutions than ever before, even if they are still not the first choice for seeking medical care. Clearly, virtual health is here to stay. From benefits administration to communication apps to virtual consultations,Digital wellbeing provides a vital connection during a crisisEspecially when a local office or service provider is closed for an extended period of time or an employee has to change workplaces.
Now is the time for HR leaders to get involved in tackling climate and sustainability issues.
Article author:
tabit a xthona lee
Senior Consultant, Mercer's U.S. Health Practice.
william beauchamp
Head of Multinational Commercial for MMB USA and Canada.