Intergenerational climate conversations: An interview with Pimpichcha Sullivan-Tailyour

In recent years, there has been increasing pressure on businesses to address climate change –not only to meet regulatory requirements but also to align with employee values, consumer expectations and investor demands.

But how do we go beyond compliance and targets to create a deeper connection with the individuals driving change within organisations and across communities?

In this interview, we speak with Pimpichcha (Pim), a climate activist and workshop facilitator whose work focuses on addressing eco-anxiety and fostering intergenerational conversations around climate action. Pim’s work and her approach can offer valuable lessons for businesses looking to inspire meaningful engagement, build trust among stakeholders and facilitate vital discussion on this issue.

Read on to explore Pim's journey, learn about her favourite aspects of her role, and discover her thoughts on driving change within communities, workplaces and beyond.

Introduce yourself and let us know what you do – and why you do it?

I’m Pim (she/her), a climate activist and environmental science student at King’s College London. My work focuses on eco-anxiety, connection and climate justice. I aim to create bridges within the climate movement – engaging young people, fostering intergenerational and interdisciplinary conversations and connecting individuals with their personal relationships to climate action.

I currently work with three organisations:

1. Force of Nature: As a workshop facilitator and youth speaker, I help use eco-anxiety as a tool to mobilise people toward climate agency, focusing on a global, online approach.
2. The Resilience Project: I serve on its Youth Board, supporting grassroots, in-person projects addressing eco-anxiety.
3. UK Youth Climate Coalition: This focuses on international policy, particularly campaigns around the UN Framework Convention on Climate Change (UNFCCC), including events like COP (the UN Climate Conference) and intersessional meetings in Germany.

I enjoy balancing grassroots initiatives with international policy work, as it allows me to address climate issues at different scales.

What is your favourite part of your role?

My favourite part is facilitating workshops and witnessing moments of connection. When I ask participants how the climate crisis makes them feel, there’s often a visible “click” as they process emotions they may have never consciously addressed before. These moments foster empathy and a sense of community, as people realise they are not alone in their feelings. Creating a safe space for these realisations is deeply rewarding.

At the same time, this is also the most challenging part of my work – ensuring participants feel safe and supported as they navigate heavy, emotional topics. I emphasise that silence is okay and part of the process, allowing for self-reflection without pressure to perform or respond immediately.

What is climate anxiety and how should we respond to it?

Eco-anxiety, or climate anxiety, is a completely rational response to the very real and escalating climate crisis. It reflects our awareness and concern for what’s happening in the world. However, it’s essential to understand the privilege underlying this experience. People in the Global North often feel eco-anxiety as a future-oriented fear, while those in the Global South are already experiencing the tangible impacts of the crisis. For many, the feelings are more akin to solastalgia – a sense of grief or loss for a place already changed or destroyed.

We can’t “fix” eco-anxiety, but we can explore and manage it. It’s important to normalise these conversations, create supportive spaces for people to share their feelings, and emphasise collective action. These discussions help combat the individualistic narratives that perpetuate the crisis, instead fostering a sense of community and shared responsibility.

Eco-anxiety isn’t yet classified as a clinical condition, but it often amplifies existing mental health challenges. For frontline communities, it intersects with grief, loss and identity tied to environmental change. While we’re still learning about its broader effects, it’s clear that this is a growing phenomenon requiring attention.

Eco-anxiety can also be a motivating force. It can push people to act, but only if it’s acknowledged and processed in constructive ways. Suppressing it leads to paralysis or burnout, but channelling it can fuel meaningful change.
Cultural narratives play a central role in how we approach climate action. Many narratives – like framing sustainability as a cost rather than an investment or believing it’s too late to act – are unhelpful. Addressing these requires “deep listening” – understanding internalised beliefs and their origins, and gently challenging them to explore more constructive perspectives.

I often use “firm compassion” in these conversations. It’s about standing by your values while understanding where others are coming from. Anger has its place – it’s valid and necessary in setting boundaries. But in many cases, the goal is to keep the dialogue open and ongoing, especially for those in the grey area who might be resistant but open to persuasion.

How do you generate intergenerational exchange on climate change?

I start by asking broad, reflective questions like, “How does the climate crisis make you feel?” This often reveals shared emotions – stress, confusion, and overwhelm – across generations. While young people may feel the climate crisis more acutely, older generations also experience similar emotional responses, which helps bridge gaps.

Another approach is connecting with what people care about – family, friends, quality of life – and linking these to the climate crisis. These shared values create common ground and foster deeper listening. By focusing on empathy and understanding, we can navigate differences in perspective and find meaningful connections between generations.

What should corporates be thinking about when it comes to climate in the workplace?

Corporations should focus on creating spaces for open conversations about the climate crisis, even if they aren’t held daily. Workshops, like those facilitated by Force of Nature, can help employees process their feelings, overcome barriers to action, and connect with others. The outcomes – such as fostering collectivism and empathy – can significantly improve workplace culture and mental health.

Additionally, linking climate discussions to broader workplace mental health initiatives is crucial. While climate anxiety isn’t a clinical condition, addressing it can enhance overall wellbeing and create a more supportive environment for employees. This kind of proactive engagement could become increasingly important as the climate crisis escalates.

What were your thoughts coming out of COP?

I found COP to be hugely disappointing, particularly in light of the negotiations and outcomes. It’s clear that we need to shift our focus from trying to “fix” the climate crisis with magic bullet solutions to managing its impacts realistically. The failure to take meaningful action at such a critical platform reinforces the need for grassroots efforts and collective action at all levels.

Pim’s book recommendations:

• How I Became a Tree by  Sumana Roy
• It’s Not Just You by Tori Tsui
• Ecopsychology by Allen D Kanner 
• It's Not That Radical by Mikaela Loach