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Employees Are Fighting for a New Cause at Work: The Climate

Amazon and other tech employees walk out during the Global Climate Strike on September 20, 2019 in Seattle, Washington. Karen Ducey / Getty Images

By Sarah Sax

At the end of February, thousands of cleaning workers in Minneapolis marched in what's believed to have been the first union-authorized climate strike in the United States. The protesters, many of them immigrants and people of color who have seen their communities harmed by everything from air pollution to drought, wanted their employers to take action on climate change.

Employed by more than a dozen subcontractors, these workers clean corporate buildings that are home to major companies like Wells Fargo and United Health Group. Their demands ranged from a guarantee of more environmentally friendly cleaning products to funding for a "green technician janitorial training program," which could help them push for more substantial changes during their day-to-day operations rather than wait for top-down measures.

Employee activists like those in Minneapolis are on the rise. And unlike the traditional union focus on better pay, benefits and working conditions, they're pushing for something even bigger ― for companies to align with their values when it comes to one of the world's biggest issues. Namely, climate change.

As public concern about global warming has risen, companies had already come under pressure from investors, shareholders and consumers to adopt more ambitious climate-related targets for their operations and products. But now that pressure is also coming from within. A recent survey of 375 global executives found that 4 out of 5 companies expect an "unprecedented rise in workplace activism" over the next three to five years ― with sustainability and climate change an increasing concern.

While strikes and walkouts may still be the most high-profile forms of employee protest, workers are also taking their efforts online and connecting with those in other departments to amplify their voices. In November, thousands of Google employees signed a letter circulated online demanding that the company take more aggressive action on climate change.

Physical protests with signs and chanting workers are obviously not wise during the COVID-19 crisis ― and more immediate concerns like health and job security are likely taking priority ― but employees' climate demands have not disappeared.

"I don't think [the coronavirus pandemic] will halt employee activism. Not being prepared for a major crisis like COVID-19 has demonstrated how ill-prepared we will be for extreme weather events due to climate change," said David Levine, co-founder and president of the American Sustainable Business Council.

Climate activists and advocacy organizations hope this new wave of activism from inside companies, driven largely by millennials, could be the key to getting businesses to do more than just "green" their operations. It could force companies to support ― rather than oppose ― serious government action on climate change or else risk losing valuable employees.

"We need companies to be really ambitious in what they're doing in their operations. And we need employees to push them to be more ambitious in that work," said Bill Weihl, a former Facebook and Google sustainability executive who now runs the nonprofit advocacy group ClimateVoice, which pushes companies to go "all in" on climate change issues.

"But the thing that we really need them to step up and do," Weihl said, "is add their voice on the side of science-based climate policy everywhere."

Corporations Speaking Out

Advocates like Levine and Weihl argue that in the absence of U.S. leadership on the federal level, companies need to step to the front on climate change.

In 2015, nations agreed to limit temperature rise this century to below 2 degrees Celsius (3.6 degrees Fahrenheit) under the Paris climate accord. Since then, the number of Fortune 500 companies pledging to reduce their carbon emissions has quadrupled, according to a 2019 report from the consultancy firm Natural Capital Partners ― with employee demands identified as a key driver behind much of this corporate action.

Microsoft and Google parent company Alphabet, for instance, recently made climate pledges in part prompted by employees demanding more action.

But according to Weihl, the companies leading on climate tend to focus on their own operations, while remaining almost entirely silent on the bigger public policy changes that are needed. There is a political risk in speaking out. Without public policy changes, however, "we are not going to decarbonize anywhere near fast enough," he said. And if other companies don't get involved, Weihl added, "that means the energy companies that are pushing in the wrong direction will continue to dominate the discussion."

Over the next decade ― the timeframe that the U.N. Intergovernmental Panel on Climate Change says is crucial for avoiding catastrophic global warming ― corporate action will need to focus not only on operational measures like installing more solar panels but also on pushing for smart, science-based climate policy. Fred Kruger, president of the nonprofit Environmental Defense Fund, implored CEOs in an open letter last year to "unleash the most powerful tool they have to fight climate change: their political influence."

Employee activism is critical to driving this shift, Weihl said.

He contrasts it with consumer activism. "If a company has 10 million customers, you have to move a lot of people before the company really notices and cares," he said. But most companies have far fewer employees than that ― which means smaller numbers of workers speaking up can have a big impact. Throw in the need for companies to recruit and retain employees, and workers' voices become that much more powerful.

Engaging With Employees

Perhaps no company's employee activism has been more in the spotlight recently than Amazon's.

Last September, along with several other corporations, Amazon made its "climate pledge," committing to net zero carbon by 2040 and 100% renewable energy by 2030, ahead of a massive planned employee walkout. Then in February, the online giant announced a $10 billion fund to fight climate change.

While broadly supportive of CEO Jeff Bezos' pledge and the climate fund, employees continue to push Amazon to embrace climate action across its entire business, protesting its role in providing oil companies with the technology to find drillable oil faster and in funding climate change denial groups. The relationship between Amazon and its employees remains contentious, as criticism rises over its response to both climate change and working conditions during the pandemic.

In April, the company reportedly fired two employees who had been outspoken about climate change. During a virtual webcast organized by Amazon Employees for Climate Justice on April 16 ― which the company reportedly tried to thwart ― the two urged their former co-workers to stage a virtual walkout to protest their firings and the treatment of warehouse workers amid the COVID-19 crisis.

Some companies have been proactive in accommodating their employees ― such as Patagonia and Ben & Jerry's, which closed their shops for the Global Climate Strike last September ― but Amazon has done the opposite. It recently introduced a policy barring employees from publicly criticizing the company without prior approval.

When asked about the rise in employee activism and the firing of the two workers, an Amazon spokesperson told HuffPost that "we support every employee's right to criticize their employer's working conditions, but that does not come with blanket immunity against any and all internal policies.

"The price of ignoring or dismissing employee activism could be huge. According to a survey by law firm Herbert Smith Freehills, employee activism could cost organizations up to 25% of their global revenue each year due to the disruptive nature of strikes and reputational damage leading to lost business.

"Today the purpose of a company has to align with climate change and employees are calling really strongly for that," said Farid Baddache, the CEO and co-founder of the sustainability consulting and impact investing firm Ksapa.

The Future Workforce

Figuring out how to navigate a world in which employees expect businesses to operate with a purpose beyond the bottom line may not be easy for companies, but it is critical because this new wave of activism is connected to the shifting demographics of the workforce.

Millennials now make up over a third of the U.S. workforce, constituting the largest share of any generation. They are more likely than older generations to be employee activists, according to one survey by Weber Shandwick. And according to LinkedIn's 2018 Workplace Report, 86% of millennials would consider taking a pay cut to work for companies whose values aligned with their own.

For Jake Elliott, 34, who specifically chose to work for Vermont solar power company SunCommon because the firm shared his values, climate change is "the number one most important thing."

"When you look at global carbon emissions, the majority of carbon emissions are coming from businesses, so it is an obligation and requirement of business to address the climate crisis," he told HuffPost.

Younger generations "don't want to commit to work for a company that is contributing to climate change," said Baddache, "or if they believe that the company is part of the problem rather than the solution."

Corporate America is increasingly aware of this. "The talent Adobe wishes to recruit and retain expects us to set meaningful climate goals and work to meet them," Vince Digneo, sustainability strategist at Adobe has said previously. "Our employees want to see us take good action but not just among a flurry of other companies doing the same thing ― it has to have a meaningful impact."

This sentiment is true not just among current employees but also future ones. A group of law students at Yale and Harvard, for example, are boycotting internships with Paul, Weiss, Rifkind, Wharton & Garrison because it represents Exxon Mobil. They're accusing the law firm of enabling the destructive impact of the world's largest oil company in the climate crisis.

"Companies need to hire people and they need to retain people," Weihl said. This will all become more difficult "if they are on the wrong side of an issue that many of their employees see as an existential threat to their future."

This story originally appeared in HuffPost and is republished here as part of Covering Climate Now, a global journalism collaboration strengthening coverage of the climate story.

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Guillain-Barre syndrome occurs when the body's own immune system attacks and injures the nerves outside of the spinal cord or brain – the peripheral nervous system. Niq Steele / Getty Images

By Sherry H-Y. Chou, Aarti Sarwal and Neha S. Dangayach

The patient in the case report (let's call him Tom) was 54 and in good health. For two days in May, he felt unwell and was too weak to get out of bed. When his family finally brought him to the hospital, doctors found that he had a fever and signs of a severe infection, or sepsis. He tested positive for SARS-CoV-2, the virus that causes COVID-19 infection. In addition to symptoms of COVID-19, he was also too weak to move his legs.

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We are neurologists specializing in intensive care and leading studies related to neurological complications from COVID-19. Given the occurrence of Guillain-Barre Syndrome in prior pandemics with other corona viruses like SARS and MERS, we are investigating a possible link between Guillain-Barre Syndrome and COVID-19 and tracking published reports to see if there is any link between Guillain-Barre Syndrome and COVID-19.

Some patients may not seek timely medical care for neurological symptoms like prolonged headache, vision loss and new muscle weakness due to fear of getting exposed to virus in the emergency setting. People need to know that medical facilities have taken full precautions to protect patients. Seeking timely medical evaluation for neurological symptoms can help treat many of these diseases.

What Is Guillain-Barre Syndrome?

Guillain-Barre syndrome occurs when the body's own immune system attacks and injures the nerves outside of the spinal cord or brain – the peripheral nervous system. Most commonly, the injury involves the protective sheath, or myelin, that wraps nerves and is essential to nerve function.

Without the myelin sheath, signals that go through a nerve are slowed or lost, which causes the nerve to malfunction.

To diagnose Guillain-Barre Syndrome, neurologists perform a detailed neurological exam. Due to the nerve injury, patients often may have loss of reflexes on examination. Doctors often need to perform a lumbar puncture, otherwise known as spinal tap, to sample spinal fluid and look for signs of inflammation and abnormal antibodies.

Studies have shown that giving patients an infusion of antibodies derived from donated blood or plasma exchange – a process that cleans patients' blood of harmful antibodies - can speed up recovery. A very small subset of patients may need these therapies long-term.

The majority of Guillain-Barre Syndrome patients improve within a few weeks and eventually can make a full recovery. However, some patients with Guillain-Barre Syndrome have lingering symptoms including weakness and abnormal sensations in arms and/or legs; rarely patients may be bedridden or disabled long-term.

Guillain-Barre Syndrome and Pandemics

As the COVID-19 pandemic sweeps across the globe, many neurologic specialists have been on the lookout for potentially serious nervous system complications such as Guillain-Barre Syndrome.

Though Guillain-Barre Syndrome is rare, it is well known to emerge following bacterial infections, such as Campylobacter jejuni, a common cause of food poisoning, and a multitude of viral infections including the flu virus, Zika virus and other coronaviruses.

Studies showed an increase in Guillain-Barre Syndrome cases following the 2009 H1N1 flu pandemic, suggesting a possible connection. The presumed cause for this link is that the body's own immune response to fight the infection turns on itself and attacks the peripheral nerves. This is called an "autoimmune" condition. When a pandemic affects as many people as our current COVID-19 crisis, even a rare complication can become a significant public health problem. That is especially true for one that causes neurological dysfunction where the recovery takes a long time and may be incomplete.

The first reports of Guillain-Barre Syndrome in COVID-19 pandemic originated from Italy, Spain and China, where the pandemic surged before the U.S. crisis.

Though there is clear clinical suspicion that COVID-19 can lead to Guillain-Barre Syndrome, many important questions remain. What are the chances that someone gets Guillain-Barre Syndrome during or following a COVID-19 infection? Does Guillain-Barre Syndrome happen more often in those who have been infected with COVID-19 compared to other types of infections, such as the flu?

The only way to get answers is through a prospective study where doctors perform systematic surveillance and collect data on a large group of patients. There are ongoing large research consortia hard at work to figure out answers to these questions.

Understanding the Association Between COVID-19 and Guillain-Barre Syndrome

While large research studies are underway, overall it appears that Guillain-Barre Syndrome is a rare but serious phenomenon possibly linked to COVID-19. Given that more than 10.7 million cases have been reported for COVID-19, there have been 10 reported cases of COVID-19 patients with Guillain-Barre Syndrome so far – only two reported cases in the U.S., five in Italy, two cases in Iran and one from Wuhan, China.

It is certainly possible that there are other cases that have not been reported. The Global Consortium Study of Neurological Dysfunctions in COVID-19 is actively underway to find out how often neurological problems like Guillain-Barre Syndrome is seen in hospitalized COVID-19 patients. Also, just because Guillain-Barre Syndrome occurs in a patient diagnosed with COVID-19, that does not imply that it was caused by the virus; this still may be a coincident occurrence. More research is needed to understand how the two events are related.

Due to the pandemic and infection-containment considerations, diagnostic tests, such as a nerve conduction study that used to be routine for patients with suspected Guillain-Barre Syndrome, are more difficult to do. In both U.S. cases, the initial diagnosis and treatment were all based on clinical examination by a neurological experts rather than any tests. Both patients survived but with significant residual weakness at the time these case reports came out, but that is not uncommon for Guillain-Barre Syndrome patients. The road to recovery may sometimes be long, but many patients can make a full recovery with time.

Though the reported cases of Guillain-Barre Syndrome so far all have severe symptoms, this is not uncommon in a pandemic situation where the less sick patients may stay home and not present for medical care for fear of being exposed to the virus. This, plus the limited COVID-19 testing capability across the U.S., may skew our current detection of Guillain-Barre Syndrome cases toward the sicker patients who have to go to a hospital. In general, the majority of Guillain-Barre Syndrome patients do recover, given enough time. We do not yet know whether this is true for COVID-19-related cases at this stage of the pandemic. We and colleagues around the world are working around the clock to find answers to these critical questions.

Sherry H-Y. Chou is an Associate Professor of Critical Care Medicine, Neurology, and Neurosurgery, University of Pittsburgh.

Aarti Sarwal is an Associate Professor, Neurology, Wake Forest University.

Neha S. Dangayach is an Assistant Professor of Neurology and Neurosurgery, Icahn School of Medicine at Mount Sinai.

Disclosure statement: Sherry H-Y. Chou receives funding from The University of Pittsburgh Clinical Translational Science Institute (CTSI), the National Institute of Health, and the University of Pittsburgh School of Medicine Dean's Faculty Advancement Award. Sherry H-Y. Chou is a member of Board of Directors for the Neurocritical Care Society. Neha S. Dangayach receives funding from the Bee Foundation, the Friedman Brain Institute, the Neurocritical Care Society, InCHIP-UConn Center for mHealth and Social Media Seed Grant. She is faculty for emcrit.org and for AiSinai. Aarti Sarwal does not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.

Reposted with permission from The Conversation.

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Unity Task Forces formed by presumptive Democratic presidential nominee Joe Biden and Sen. Bernie Sanders unveiled sweeping party platform recommendations Wednesday that—while falling short of progressive ambitions in a number of areas, from climate to healthcare—were applauded as important steps toward a bold and just policy agenda that matches the severity of the moment.

"We've moved the needle a lot, especially on environmental justice and upping Biden's ambition," said Sunrise Movement co-founder and executive director Varshini Prakash, a member of the Biden-Sanders Climate Task Force. "But there's still more work to do to push Democrats to act at the scale of the climate crisis."

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In a series of tweets Wednesday night, Ocasio-Cortez—the lead sponsor of the House Green New Deal resolution—noted that the Climate Task Force "shaved 15 years off Biden's previous target for 100% clean energy."

"Of course, like in any collaborative effort, there are areas of negotiation and compromise," said the New York Democrat. "But I do believe that the Climate Task Force effort meaningfully and substantively improved Biden's positions."


The 110 pages of policy recommendations from the six eight-person Unity Task Forces on education, the economy, criminal justice, immigration, climate change, and healthcare are aimed at shaping negotiations over the 2020 Democratic platform at the party's convention next month.

Sanders said that while the "end result isn't what I or my supporters would've written alone, the task forces have created a good policy blueprint that will move this country in a much-needed progressive direction and substantially improve the lives of working families throughout our country."

"I look forward to working with Vice President Biden to help him win this campaign," the Vermont senator added, "and to move this country forward toward economic, racial, social, and environmental justice."

Biden, for his part, applauded the task forces "for helping build a bold, transformative platform for our party and for our country."

"I am deeply grateful to Bernie Sanders for working with us to unite our party and deliver real, lasting change for generations to come," said the former vice president.

On the life-or-death matter of reforming America's dysfunctional private health insurance system—a subject on which Sanders and Biden clashed repeatedly throughout the Democratic primary process—the Unity Task Force affirmed healthcare as "a right" but did not embrace Medicare for All, the signature policy plank of the Vermont senator's presidential bid.

Instead, the panel recommended building on the Affordable Care Act by establishing a public option, investing in community health centers, and lowering prescription drug costs by allowing the federal government to negotiate prices. The task force also endorsed making all Covid-19 testing, treatments, and potential vaccines free and expanding Medicaid for the duration of the pandemic.

"It has always been a crisis that tens of millions of Americans have no or inadequate health insurance—but in a pandemic, it's potentially catastrophic for public health," the task force wrote.

Dr. Abdul El-Sayed, a former Michigan gubernatorial candidate and Sanders-appointed member of the Healthcare Task Force, said that despite major disagreements, the panel "came to recommendations that will yield one of the most progressive Democratic campaign platforms in history—though we have further yet to go."


Observers and advocacy groups also applauded the Unity Task Forces for recommending the creation of a postal banking system, endorsing a ban on for-profit charter schools, ending the use of private prisons, and imposing a 100-day moratorium on deportations "while conducting a full-scale study on current practices to develop recommendations for transforming enforcement policies and practices at ICE and CBP."

Marisa Franco, director of immigrant rights group Mijente, said in a statement that "going into these task force negotiations, we knew we were going to have to push Biden past his comfort zone, both to reconcile with past offenses and to carve a new path forward."

"That is exactly what we did, unapologetically," said Franco, a member of the Immigration Task Force. "For years, Mijente, along with the broader immigrant rights movement, has fought to reshape the narrative around immigration towards racial justice and to focus these very demands. We expect Biden and the Democratic Party to implement them in their entirety."

"There is no going back," Franco added. "Not an inch, not a step. We must only move forward from here."

Reposted with permission from Common Dreams.