Twenty-five percent of full-time workers reported that their performance reviews were negatively affected by their supervisor’s personal biases, according to a Nov. 30 report from Syndio, a workplace equity analytics platform.

Minority groups were most likely to report a negative impact, the survey showed. Asian employees reported a 54% higher likelihood of negative influence on their performance reviews, as compared to White employees. In addition, LGBTQ+ employees reported a 35% higher likelihood of bias-related effects.

“These findings reinforce what we already know: the old playbook for anti-bias training in isolation does not work,” Katie Bardaro, a labor economist and Syndio’s chief customer officer, said in a statement. “Leaders and managers are human beings, and bias creeps into their decision making.”

The survey of more than 1,000 full-time workers across all job levels also found that 43% of nonmanagement employees said their organization lacks transparency in promotion decisions. Similarly, 36% of workers in management and leadership roles agreed that transparency was lacking.

Even still, typical annual feedback cycles continue, according to the report. Sixty percent of companies used a status quo annual performance review process, particularly enterprise organizations, where 73% focused on one-time annual reviews.

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