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Stress has to be the number one barrier to happiness, and this episode of ‘Happiness, A Sceptics Guide‘ considers different ways to define stress, and how to cope with it. And, it answers the question ‘Is stress always a bad thing?’ (The first of a two-part look at stress).
Please consider following the Happiness, A Sceptics Guide podcast over on Podbean. Or, stay where you are and check out this handy video:
For the BBC Inside-Out (08/2/2016) programme I was asked this question: are zero-hours contracts bad for our health? In this blog post I expand on the themes in the programme, offer some examples of pertinent psychological theories, suggestions as to what appropriate research might look like, and offer some links for further information on zero-hours contracts. A video of the interview is at the end of this post.
The Benefit of Flexibility?
Having worked in a zero-hours contract research job as a student, I valued the flexibility. It operated as a semi-formal arrangement where I had to phone in each week to see what hours I could get. It varied from week to week and often we were at the mercy of a capricious supervisor. For me, it wasn’t so bad. I just had to grin and bear it and grovel a little and in those days students had grants too. I wasn’t going to starve if I couldn’t get as many hours as I needed in one particular week. The work was repetitive and boring and the working conditions wouldn’t exactly meet today’s health and safety guidelines, but It was flexible and many of the people there were really good fun to be around. In many ways, it was ideal for my circumstances at the time but for many people, it was their only source of income.
The Benefits of Zero-Hours Contracts to Employers
Today’s zero-hours contracts are a very different arrangement. I got paid for the hours I worked and only had to be on-site for those hours. In the modern-day versions, employees have had to be on-site and only paid for the hours they are required to work. This means they could spend all day at the work-place and may not earn a penny. Some ’employers’ even though they asserted no liability to provide work still demanded exclusivity clauses that prevented people from seeking gainful employment at other jobs. It’s easy to see how this arrangement benefits the ’employer’ but what are the likely impacts on the employee?
The Psychological Impact of Zero-Hours Contracts
When asked the question ‘are zero-hours contracts bad for our health?’, a number of psychological concepts and theories came to mind:
Reactions to stress
Martin Seligman and ‘learned helplessness’ (being able to exercise control)
Abraham Maslow and the hierarchy of needs (survival and security needs)
Barbara Frederickson and the concept of ‘broaden and build’.
There’s a whole body of evidence that demonstrates the links between stress and ill health, including depression and a suppression of the immune system. This happens when stress becomes a chronic (i.e. long-term) condition. If we accept the argument that one of the reasons people go to work is to provide for basic survival needs and security, it’s not difficult to see the detrimental impact of not being able to predict income (and working hours) from one week to the next. Not being able to effect changes in our circumstances can lead to ‘learned helplessness’, which in turn may lead to depression. To be able to thrive rather than merely survive, we need to be able to build on other emotions and feelings, other than fear. It’s difficult to think aspiration when you can’t even meet basic needs.
Evidence of the Mental Health Impacts of Zero-Hours Contracts
Exploring the Parliament.uk website someone proposed the question (No 19559, December 2015): To ask the Secretary of State for Health, if he will make an assessment of the effects of zero-hour and uncertain hour contracts on the mental health of people holding such contracts.
The reply, from Alistair Burt MP (Department of Health) was short and to the point:
The Department has no plans to make any such assessment. Research undertaken by the Chartered Institute of Personnel and Development (CIPD) found that, compared to the average employee, zero hours contract workers are just as satisfied with their job (65% versus 63%) and happier with their work-life balance (62% versus 58%).
The research was carried out in 2013. However, the imposition of zero-hours contracts is becoming an increasing trend. It is therefore important to continually monitor the situation. Research findings in 2013 only remain valid if the situation remains static. Alistair Burt’s answer focuses on the people who are happy with zero-hours contacts, mainly because they value flexibility. But what of the people who do not choose to work in this way but are forced into it by necessity?
Research also conducted in 2013 by the Resolution Foundation reaches the opposite conclusion:
[I]t is clear that for the majority of those employed on zero-hours contracts this freedom and choice are more apparent than real. For those individuals who require a minimum number of working hours per week to ensure their family is financially secure or those who, confronting severe power imbalances in the workplace, fear that turning down hours as and when offered will result in future work being withdrawn, life on a zero-hours contract is one of almost permanent uncertainty. For those who have had their hours zeroed down on the basis of a perceived unwillingness to work the hours their employer requires or following the lodging of a workplace complaint, this uncertainty can be coupled with the anxiety that comes from exploitation.
What Further Research Do We Need?
The key factor is whether people choose zero-hours contracts or have these contracts forced upon them. When chosen it is most likely that the flexibility the contracts supports a chosen lifestyle. This is in stark contrast to people who have no choice to accept the contracts in order to survive. Clearly, the impacts n mental health are going to be different for each of these cohorts. This is what we should be comparing in research. It’s spurious if not downright dishonest to compare ALL people on zero-hours contracts with ALL people in secure employment.
Of course, not everyone in secure employment is happy with their job. Some people might like to be in a better job. Others might be unhappy because their job does offer the flexibility to support their lifestyle. Also, it wouldn’t be surprising to find people who’d prefer not to work.
So ideally, we’d like to consider four groups on a range of mental-health measures:
(i) Zero-hours contacts – satisfied with terms and conditions (by choice); (ii) zero-hours contracts – dissatisfied with terms and conditions (or not by choice) ; (iii) Secure contracts – satisfied with terms and conditions, and (iv) Secure contracts – dissatisfied with terms and conditions.
This would be the simplest model and would not just rely on comparing descriptive statistics, such as percentages. Part of my job involves research design and analysis. Often many people’s idea of research is just comparing percentages. Sadly, it’s what I’m most often asked to do. However, this should be only the first phase. The stage that gives us answers is the inferential phase. This is where we can meaningfully talk about statistical significances between the different groups. The very basic research design above should be the absolute minimum. Merely comparing percentages barely qualifies as statistical foreplay.
Conclusion: Are Zero-Hours Contracts Bad for Your Health?
We don’t currently have the research data to answer this question. We can only infer from anecdotal evidence and from what we already know about human psychology. Although we shouldn’t equate common sense with a scientific approach, what seems most likely is that conditions that restrict an individual’s ability to take control over basic survival and security needs is likely to have a detrimental psychological impact.
In the Victorian era there were sweatshops, child labour, few worker rights, and casual employment with no guaranteed income. We view this with horror as a sign of gross inequality, ruthless exploitation, and as bad times in which the rich and powerful were able to maintain their idle privilege through laws, customs, and a deeply religious conservatism where everyone was born into and knew their place.
Scratch the surface of our modern world and we can find signs that progress has not been as spectacular as we like to believe.
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If you are concerned about or affected by the impact of zero-hours contracts, here are some useful links are given after the video of the interview.
Is mindfulness becoming a dirty word? Has it become the most over-used concept since Maslow’s Hierarchy of Needs? Judging from some of the comments I hear in coaching consultations and training, for some people it has taken on all the baggage that goes with the idea of meditation. It’s the idea that it’s all very impractical ‘head in the clouds, aerie-faerie nonsense’ that lacks meaning or relevance for everyday life. In this post I challenge some of these negative misconceptions by offering some down-to-earth examples of mindfulness in action.
How we define a concept shapes our attitudes towards it. Sometimes mindfulness is presented as something we need to add to our already-busy lives. However, it’s really just about ‘present moment awareness’. When you watch a sunrise or a sunset, your full attention is on the present.That’s mindfulness. When you become totally absorbed in your hobby (or goals), that’s mindfulness.
There are many things we do on ‘auto-pilot’. When we first learn a new skill we have to pay attention to the details. When the skill becomes automatic our minds can wonder. You might listen to two singers or musicians of equal technical ability both perform a piece and prefer one over the other. One you might describe as ‘really feeling it’ and the other as ‘just going through the motions’ or ‘phoning in the performance’.
Examples of everyday mindfulness
Food
Research has shown that mindfulness has a positive impact on the more mundane pleasures in life such as eating. This is a particular ‘hobby of mine and it’s been said that I’m often far too vocal about my appreciation of a good meal (although I stop short of a ‘When Harry Met Sally’ mment). When we really pay attention and appreciate the food we tend to eat fewer calories than when slumped in front of the TV shovelling in the food on autopilot. Think how much popcorn we consume at the cinema when our attention is elsewhere. So any healthy eating could start with actually making a conscious attempt to pay attention to the food. Food is best served with the lights on and the TV off.
This all fits in with the concept of ‘flow’ in positive psychology. Put simply ‘flow’ is the state of total absorption in a task or activity when we appear to lose all sense of time. According to positive psychologist, Mihály Csíkszentmihályi(pronounced ‘Chick-sent-me-high’).spending time in ‘flow’ is a definition of happiness.
Mindfulness is about engaging more fully with life
Mindfulness doesn’t have to feel like an alien activity. You can connect with the present moment in very ordinary ways that support your everyday life. The difference is that you connect more fully with your life.
So next time you hear the world mindfulness in a training course, in a magazine, book or on TV, just take it as a prompt to ask ‘where’s my attention now? Is it on the activity in hand? If not, take it is a signal to reconnect and engage with what you are doing.
Dr Gary Wood is a social psychologist and life coach. He is based in Birmingham and Edinburgh where he runs his own training and coaching practice and research consultancy. He is author of Unlock Your Confidencewhich is based on his confidence-building workshops. Contact Gary to see how his solution focused coaching approach would benefit you or your organization.
For the BBC 
Dr Gary Wood is a chartered psychologist, life coach and broadcaster specializing in applied social psychology, personal development and life coaching. He is the author of 
Applied Psychology and Solution Focused Life Coaching with Dr Gary Wood 