Emotions in Hiring: An Experimental Survey on Compassion and Intellectual Disability

The sociology of emotions has grown significantly in recent years, with some scholars referring to this shift as the "emotional or affective turn." Alongside this, the sociological study of compassion in complex market societies, shaped by inequalities and conflicts, is also gaining traction. This presentation aims to contribute to this growing body of research by exploring the role of compassion in hiring individuals with intellectual disabilities— a group that, though stigmatized, often evokes compassion, as highlighted by Susan Fiske’s Stereotype Content Model.

By means of an experimental survey with a sample of 1,600 Spanish participants, we examine whether compassion influences the decision to hire individuals with intellectual disabilities, who frequently face stigmatization and exclusion in the labor market. It was initially hypothesized that compassion, as an emotional response to the suffering of others, would help reduce negative biases and foster more inclusive hiring practices.

However, the results revealed an unexpected finding: compassion had a negative impact on the decision to hire individuals with intellectual disabilities. Despite its power as a social emotion, compassion did not lead to positive action in this context. Instead, emotions like respect and pride, as well as perceptions of effort, played a more significant role in determining hiring decisions.

This research highlights the complexity of emotions in labor market behavior and suggests that, while compassion may be influential in some areas, respect and recognition of effort are more crucial in overcoming labor market stigmatization. The findings call for further exploration of how emotions interact to shape inclusive hiring practices, particularly for marginalized groups.