[Velofellow]

In my experience yes - At an earlier role, all employees were subjected to a DISC assessment at hire. This was at the headquarter office of a large real estate franchise. Results were kept in your file, and were a big component during reviews.

The biggest flavor-aid drinkers at the company used their assessment results as shorthand to either justify shitty behavior: "oh, person X is a 'High-D', of course that's why they co-opted the meeting, were abrasive, made everyone else feel small and insignificant". If you did not test with a high decisiveness level, it was absolutely brought up in promotion conversations. High-D, High-S etc. all became quick qualifiers to know where someone's career was headed.

Knowing strong dominance was likely an attribute valued by the company, I took the assessment with that in mind, resulting in a high dominance level (I'm probably middle of the road). That it was so easy to game made me loose all respect in their application of these assessments.