b'(continu ed from page 8) Climate plans should account for multiple risksfor paid leave and other solutions that could provide Aside from heat, climate change is expected to increaseneeded assistance. the frequency of other extreme weather events, including wildfires, hurricanes and floods, according to the IPCCThe problem isnt just the heat, its the structure that pri-report. Employers can educate their workforces aboutoritizes profit at all costs, Martinez said. When produc-climate-related issues and include instructions on howtion goals are valued more than peoples lives, workers are employees can protect themselves and their health in eachpushed to keep going in dangerous conditions. The solu-given scenario, Ellen Kelsay, president and CEO of thetion isnt more corporate wellness programs. Its real, en-Business Group on Health, said in an email.forceable protections. Already, in some locations that are more vulnerable to climate change impacts, some employers offer protective kits, which contain items such as air filtration systems,Ryan GoldenSenior Reporterface masks and water filters, she continued. Other ap-proaches include employers forming support groups, providing mental health services to those in need and of-fering support for displaced individuals.Following the 2024 Atlantic hurricane season, sources who previously spoke to HR Dive recommended having plans in place to rapidly check in with potentially affected employees and ensure they are prepared to evacuate or find emergency support, if needed. Similarly, in the aftermath of 2023s wildfires in the U.S. and Canada, the National COSH recommended employ-ees and employers regularly monitor the Environmental Protection Agencys air quality index reports. The organi-zation also advised businesses to take precautions in the event of elevated air quality-related health risks, such as rescheduling planned workespecially strenuous, out-door workand installing ventilation systems and air filters to remove smoke particulates. Kelsay said organizations also can more broadly commit to corporate social responsibility and environmental sus-tainability by, for example, reducing carbon footprint, shifting to renewable energy sources and creating green spaces and shaded areas for outdoor workers. An emerging issue, though, is that HR leaders may not understand the need to be present in discussions about safety, risk management and sustainability, said Tracy Watts, senior partner and national leader for U.S. health policy at consulting firm Mercer. Thats kind of step No. 1, Watts said just being a part of the discussion and part of the team so that your organi-zation is thinking about these weather disasters very ho-listically. Employers can formulate a broad climate risk plan by first assessing which disasters their workforces are most at risk of encountering, she continued. From there, plans should cover each stage of the process, including before, during and after a disaster, and which communications processes and emergency resources are available at each step. HR also must understand that while climate-risk mitiga-tion may cut into a business bottom line, employee safety has to be elevated above such concerns, Martinez said. She added that HR teams play a central role in not just ensuring protections are enforced, but also in advocating 19'