Why You Can’t Blame Your Behavior On Your Gut Microbiome
People eating pizza; are they being influenced by their gut microbiome?
See a hot pizza sitting on a table. Count the missing pieces: three. They tasted delicious and yes, you've eaten enough—but you're still eyeing a fourth piece. Do you reach out and take it, or not?
"The difficulty comes in translating the animal data into the human situation."
Your behavior in that next moment is anything but simple: as far as scientists can tell, it comes down to a complex confluence of circumstances, genes, and personality characteristics. And the latest proposed addition to this list is the gut microbiome—the community of microorganisms, including bacteria, archaea, fungi, and viruses—that are full-time residents of your digestive tract.
It is entirely plausible that your gut microbiome might influence your behavior, scientists say: a well-known communication channel, called the gut-brain axis, runs both ways between your brain and your digestive tract. Gut bugs, which are close to the action, could amplify or dampen the messages, thereby shaping how you act. Messages about food-related behaviors could be particularly susceptible to interception by these microorganisms.
Perhaps it's convenient to imagine your resident microbes sitting greedily in your gut, crying for more pizza and tricking your brain into getting them what they want. The problem is, there's a distinct lack of scientific support for this actually happening in humans.
John Bienenstock, professor of pathology and molecular medicine at McMaster University (Canada), has worked on the gut microbiome-behavior connection for several decades. "There's a lot of evidence now in animals—particularly in mice," he says.
Indeed, his group and others have shown that, by eliminating or altering gut bugs, they can make mice exhibit different social behaviors or respond more coolly to stress; they can even make a shy mouse turn brave. But Bienenstock cautions: "The difficulty comes in translating the animal data into the human situation."
Animal behaviors are worlds apart from what we do on a daily basis—from brushing our teeth to navigating complex social situations.
Not that it's an easy task to figure out which aspects of animal research are relevant to people in everyday life. Animal behaviors are worlds apart from what we do on a daily basis—from brushing our teeth to navigating complex social situations.
Elaine Hsiao, assistant professor of integrative biology and physiology at UCLA, has also looked closely at the microbiome-gut-brain axis in mice and pondered how to translate the results into humans. She says, "Both the microbiome and behavior vary substantially [from person to person] and can be strongly influenced by environmental factors—which makes it difficult to run a well-controlled study on effects of the microbiome on human behavior."
She adds, "Human behaviors are very complex and the metrics used to quantify behavior are often not precise enough to derive clear interpretations." So the challenge is not only to figure out what people actually do, but also to give those actions numerical codes that allow them to be compared against other actions.
Hsiao and colleagues are nevertheless attempting to make connections: building on some animal research, their recent study found a three-way association in humans between molecules produced by their gut bacteria (that is, indole metabolites), the connectedness of different brain regions as measured through functional magnetic resonance imaging, and measures of behavior: questionnaires assessing food addiction and anxiety.
Meanwhile, other studies have found it may be possible to change a person's behavior through either probiotics or gut-localized antibiotics. Several probiotics even show promise for altering behavior in clinical conditions like depression. Yet how these phenomena occur is still unknown and, overall, scientists lack solid evidence on how bugs control behavior.
Bienenstock, however, is one of many continuing to investigate. He says, "Some of these observations are very striking. They're so striking that clearly something's up."
He says that after identifying a behavior-changing bug, or set of bugs, in mice: "The obvious next thing is: How [is it] occurring? Why is it occurring? What are the molecules involved?" Bienenstock favors the approach of nailing down a mechanism in animal models before starting to investigate its relevance to humans.
He explains, "[This preclinical work] should allow us to identify either target molecules or target pathways, which then can be translated."
Bienenstock also acknowledges the 'hype' that appears to surround this particular field of study. Despite the decidedly slow emergence of data linking the microbiome to human behavior, scientific reviews have appeared in brain-related scientific journals—for instance, Trends in Cognitive Sciences; CNS Drugs—with remarkable frequency. Not only this, but popular books and media articles have given the idea wings.
It might be compelling to blame our microbiomes for behaviors we don't prefer or can't explain—like reaching for another slice of pizza. But until the scientific observations yield stronger results, we still lack proof that we're doing what we do—or eating what we eat—exclusively at the behest of our resident microorganisms.
In this week's Friday Five, attending sports events is linked to greater life satisfaction, AI can identify specific brain tumors in under 90 seconds, LSD - minus hallucinations - raises hopes for mental health, new research on the benefits of cold showers, and inspiring awe in your kids leads to behavior change.
The Friday Five covers five stories in research that you may have missed this week. There are plenty of controversies and troubling ethical issues in science – and we get into many of them in our online magazine – but this news roundup focuses on new scientific theories and progress to give you a therapeutic dose of inspiration headed into the weekend.
This episode includes an interview with Dr. Helen Keyes, Head of the School of Psychology and Sports Science at Anglia Ruskin University.
Listen on Apple | Listen on Spotify | Listen on Stitcher | Listen on Amazon | Listen on Google
- Attending sports events is linked to greater life satisfaction
- Identifying specific brain tumors in under 90 seconds with AI
- LSD - minus hallucinations - raises hopes for mental health
- New research on the benefits of cold showers
- Inspire awe in your kids and reap the benefits
Matt Fuchs is the editor-in-chief of Leaps.org and Making Sense of Science. He is also a contributing reporter to the Washington Post and has written for the New York Times, Time Magazine, WIRED and the Washington Post Magazine, among other outlets. Follow him @fuchswriter.
The rise of remote work is a win-win for people with disabilities and employers
Disability advocates see remote work as a silver lining of the pandemic, a win-win for adults with disabilities and the business world alike.
Any corporate leader would jump at the opportunity to increase their talent pool of potential employees by 15 percent, with all these new hires belonging to an underrepresented minority. That’s especially true given tight labor markets and CEO desires to increase headcount. Yet, too few leaders realize that people with disabilities are the largest minority group in this country, numbering 50 million.
Some executives may dread the extra investments in accommodating people’s disabilities. Yet, providing full-time remote work could suffice, according to a new study by the Economic Innovation Group think tank. The authors found that the employment rate for people with disabilities did not simply reach the pre-pandemic level by mid-2022, but far surpassed it, to the highest rate in over a decade. “Remote work and a strong labor market are helping [individuals with disabilities] find work,” said Adam Ozemik, who led the research and is chief economist at the Economic Innovation Group.
Disability advocates see this development as a silver lining of the pandemic, a win-win for adults with disabilities and the business world alike. For decades before the pandemic, employers had refused requests from workers with disabilities to work remotely, according to Thomas Foley, executive director of the National Disability Institute. During the pandemic, "we all realized that...many of us could work remotely,” Foley says. “[T]hat was disproportionately positive for people with disabilities."
Charles-Edouard Catherine, director of corporate and government relations for the National Organization on Disability, said that remote-work options had been advocated for many years to accommodate disabilities. “It’s a little frustrating that for decades corporate America was saying it’s too complicated, we’ll lose productivity, and now suddenly it’s like, sure, let’s do it.”
The pandemic opened doors for people with disabilities
Early in the pandemic, employment rates dropped for everyone, including people with disabilities, according to Ozemik’s research. However, these rates recovered quickly. In the second quarter of 2022, people with disabilities aged 25 to 54, the prime working age, are 3.5 percent more likely to be employed, compared to before the pandemic.
What about people without disabilites? They are still 1.1 percent less likely to be employed.
These numbers suggest that remote work has enabled a substantial number of people with disabilities to find and retain employment.
“We have a last-in, first-out labor market, and [people with disabilities] are often among the last in and the first out,” Olzemik says. However, this dynamic has changed, with adults with disabilities seeing employment rates recover much faster. Now, the question is whether the new trend will endure, Olzemik adds. “And my conclusion is that not only is it a permanent thing, but it’s going to improve.”
Gene Boes, president and chief executive of the Northwest Center, a Seattle organization that helps people with disabilities become more independent, confirms this finding. “The new world we live in has opened the door a little bit more…because there’s just more demand for labor.”
Long COVID disabilities put a premium on remote work
Remote work can help mitigate the impact of long COVID. The U.S. Centers for Disease Control and Prevention reports that about 19 percent of those who had COVID developed long COVID. Recent Census Bureau data indicates that 16 million working age Americans suffer from it, with economic costs estimated at $3.7 trillion.
Certainly, many of these so-called long-haulers experience relatively mild symptoms - such as loss of smell - which, while troublesome, are not disabling. But other symptoms are serious enough to be disabilities.
According to a recent study from the Federal Reserve Bank of Minneapolis, about a quarter of those with long COVID changed their employment status or working hours. That means long COVID was serious enough to interfere with work for 4 million people. For many, the issue was serious enough to qualify them as disabled.
Indeed, the Federal Reserve Bank of New York found in a just-released study that the number of individuals with disabilities in the U.S. grew by 1.7 million. That growth stemmed mainly from long COVID conditions such as fatigue and brain fog, meaning difficulties with concentration or memory, with 1.3 million people reporting an increase in brain fog since mid-2020.
Many had to drop out of the labor force due to long COVID. Yet, about 900,000 people who are newly disabled have managed to continue working. Without remote work, they might have lost these jobs.
For example, a software engineer at one of my client companies has struggled with brain fog related to long COVID. With remote work, this employee can work during the hours when she feels most mentally alert and focused, even if that means short bursts of productivity throughout the day. With flexible scheduling, she can take rests, meditate, or engage in activities that help her regain focus and energy. Without the need to commute to the office, she can save energy and time and reduce stress, which is crucial when dealing with brain fog.
In fact, the author of the Federal Reserve Bank of New York study notes that long COVID can be considered a disability under the Americans with Disability Act, depending on the specifics of the condition. That means the law can require private employers with fifteen or more staff, as well as government agencies, to make reasonable accommodations for those with long COVID. Richard Deitz, the author of this study, writes in the paper that “telework and flexible scheduling are two accommodations that can be particularly beneficial for workers dealing with fatigue and brain fog.”
The current drive to return to the office, led by many C-suite executives, may need to be reconsidered in light of legal and HR considerations. Arlene S. Kanter, director of the disability law and policy program at the Syracuse University College of Law, said that the question should depend on whether people with disabilities can perform their work well at home, as they did during Covid outbreaks. “[T]hen people with disabilities, as a matter of accommodation, shouldn’t be denied that right,” Kanter said.
Diversity benefits
But companies shouldn’t need to worry about legal regulations. It simply makes dollars and sense to expand their talent pool by 15% of an underrepresented minority. After all, extensive research shows that improving diversity boosts both decision-making and financial performance.
Companies that are offering more flexible work options have already gained significant benefits in terms of diverse hires. In its efforts to adapt to the post-pandemic environment, Meta, the owner of Facebook and Instagram, decided to offer permanent fully remote work options to its entire workforce. And according to Meta chief diversity officer Maxine Williams, the candidates who accepted job offers for remote positions were “substantially more likely” to come from diverse communities: people with disabilities, Black, Hispanic, Alaskan Native, Native American, veterans, and women. The numbers bear out these claims: people with disabilities increased from 4.7 to 6.2 percent of Meta’s employees.
Having consulted for 21 companies to help them transition to hybrid work arrangements, I can confirm that Meta’s numbers aren’t a fluke. The more my clients proved willing to offer remote work, the more staff with disabilities they recruited - and retained. That includes employees with mobility challenges. But it also includes employees with less visible disabilities, such as people with long COVID and immunocompromised people who feel reluctant to put themselves at risk of getting COVID by coming into the office.
Unfortunately, many leaders fail to see the benefits of remote work for underrepresented groups, such as those with disabilities. Some even say the opposite is true, with JP Morgan CEO Jamie Dimon claiming that returning to the office will aid diversity.
What explains this poor executive decision making? Part of the answer comes from a mental blindspot called the in-group bias. Our minds tend to favor and pay attention to the concerns of those in the group of people who seem to look and think like us. Dimon and other executives without disabilities don’t perceive people with disabilities to be part of their in-group. They thus are blind to the concerns of those with disabilities, which leads to misperceptions such as Dimon’s that returning to the office will aid diversity.
In-group bias is one of many dangerous judgment errors known as cognitive biases. They impact decision making in all life areas, ranging from the future of work to relationships.
Another relevant cognitive bias is the empathy gap. This term refers to our difficulty empathizing with those outside of our in-group. The lack of empathy combines with the blindness from the in-group bias, causing executives to ignore the feelings of employees with disabilities and prospective hires.
Omission bias also plays a role. This dangerous judgment error causes us to perceive failure to act as less problematic than acting. Consequently, executives perceive a failure to support the needs of those with disabilities as a minor matter.
Conclusion
The failure to empower people with disabilities through remote work options will prove costly to the bottom lines of companies. Not only are limiting their talent pool by 15 percent, they’re harming their ability to recruit and retain diverse candidates. And as their lawyers and HR departments will tell them, by violating the ADA, they are putting themselves in legal jeopardy.
By contrast, companies like Meta - and my clients - that offer remote work opportunities are seizing a competitive advantage by recruiting these underrepresented candidates. They’re lowering costs of labor while increasing diversity. The future belongs to the savvy companies that offer the flexibility that people with disabilities need.