Personal like/dislike
“In-depth” interviews with managers who
regularly make PRs reveal that three-quarters
freely admit they allow liking to inflate PRs
and dislike to lower PRs[9]. The same analysis also reports that 83 per cent of managers
say being in a good or bad mood shifts the
PRs they make – probably downwards in most
cases, given that 73 per cent say they hate
having to make PRs.
PRs can be analysed to detect age, race or
gender bias (and usually are, to avoid equal
opportunities problems). PR data cannot be
analysed to detect bias created by appearance,