As part of our ongoing interview series with members of the National Commission on Climate and Workforce Health, we caught up with commission member Dr. Adam Seidner, Chief Medical Officer at The Hartford, for a Q&A exploring how our changing climate is affecting employee mental health, and what companies can do to support their well-being.

What are the symptoms of eco-anxiety?

The American Psychological Association (APA) defines eco-anxiety (or climate anxiety) as “a chronic fear of environmental doom.” While this is not a clinical definition or official diagnosis, it refers to a range of emotional responses to our changing climate that a person might experience, including fear, grief, rage, despair, sadness, and hopelessness. There could also be acute physiological responses, such as heart racing and shortness of breath, or behaviors that get in the way of social relationships or functioning at work.

How prevalent is eco-anxiety?

Compared to the physical health threats from climate change, mental health consequences are less studied. A recent global study published in The Lancet found that more than 60% of Gen Z describe themselves as very worried about the climate, and nearly half said the anxiety affects their daily functioning. But this is just one data point; more research is needed to understand the prevalence of eco-anxiety and how it may vary in different populations and communities.

I will say that we are starting to see greater societal awareness and discussion of the topic. Google data shows that searches of the terms “climate anxiety” and “eco-anxiety” increased by more than 4,500% in the last five years. The two most commonly Googled questions were “What is eco-anxiety?” and “How to deal with climate anxiety?”

How can eco-anxiety affect employees at work?

Anxiety is a real response to a real problem, and it can manifest itself in a number of ways. Employees with anxiety might demonstrate presenteeism, a phenomenon in which employees may be physically present, but their anxiety may prevent them from being productive or engaging with others.

Managers should be aware that declines in performance or engagement may have a variety of causes, including mental health. It’s important to ask questions and create a culture where seeking help is encouraged and supported.

Why should employers prioritize mental health support?

Mental health is a workplace issue, and employers play an important role in supporting employee mental health. We conduct an annual Future of Benefits study that continues to show a strong connection between employee mental well-being and the impact on a company’s bottom line. Our research shows that 57% of U.S. workers feel their mental health at least sometimes negatively impacts their productivity at work. We also know that one in six Gen Z workers — the youngest generation in the U.S. workforce today — have changed jobs due to climate concerns, and another 25% plan to do so.

What strategies or programs can businesses implement to support employees?

Employers across all industries should conduct regular pulse checks and review data, such as health care and disability claims, to better understand the mental well-being of employees and how to prioritize the right types of support. At The Hartford, we routinely update our benefits to ensure they meet the needs of employees and their families, and we communicate frequently so that they know how to get care when they need it.

Beyond listening to employees’ needs and responding with mental health resources, it’s important for business leaders to destigmatize mental health conditions like climate anxiety by talking about it and encouraging employees to take advantage of mental health resources, such as employee assistance programs (EAPs) or other mental health services. This is a priority for us at The Hartford.

Across our organization, we are actively engaged in dispelling mental health stigma and creating an open, inclusive environment. Our chairman and CEO, Chris Swift, has publicly and nonjudgmentally talked about mental health at town halls and in company-wide communications. We also provide manager training on mental health fundamentals and offer peer-to-peer support through our vast network of employee resource groups (ERGs), educational events, and online platforms. Additionally, we have been partnering with organizations such as the National Alliance on Mental Illness (NAMI), to increase support of mental health in the workplace.

We know that channeling anxiety into action can help people who may feel powerless about climate change. Our ERG focused on sustainability leads several initiatives, including planting a garden at our headquarters. We know that employees who are ERG members are stronger performers, more highly engaged, and more likely to stay with the company.

Dr. Adam Seidner, MD, MPH, is the Chief Medical Officer for The Hartford, where he leads strategy and policy development across all business lines, focusing on Workers' Compensation and Disability Management. A champion of public health, Dr. Seidner has tackled major issues such as indoor air quality, the opioid crisis, pandemics, and catastrophic events. His expertise drives the creation of medical policies and ensures quality assurance and improvement, positioning The Hartford at the forefront of healthcare innovation and employee well-being.

Dr. Seidner earned his doctor of medicine degree from SUNY Health Science Center, a master’s degree in public health from the University of Connecticut, and a B.A. in Anthropology from Hamilton College. He is board-certified by the American Board of Preventive Medicine: Occupational and Environmental Medicine and the American Board of Family Medicine.

Mental Health Tip Sheets for Your Teams

The Health Action Alliance is excited to present two tip sheets to help companies support the mental health of their employees in the face of climate challenges.

• A tip sheet for employers with practical ways to strengthen employee mental health amid rising climate concerns.
• A tip sheet for workers with advice on managing the mental health challenges associated with our changing climate.

We encourage leaders to share these tip sheets internally and take action to strengthen mental health in their workplaces.