Mike, I agree that decision-making needs to take into account an individual's actual performance. When performance falls short, it's time for a frank conversation -- regardless of a person's gender, color, religion, etc.

Too often, I see bias -- not just in who gets the plum opportunities, but also in who gets the performance conversations. For example, some managers turn a blind eye to cussing or bullying when the offender is the top salesperson.

Sometimes the right decision means a temporary hit to the team's performance, with the goal of better long-term performance. For example, if you give a new employee a challenging assignment, it may take the new employee longer than a seasoned employee to complete the work due to the learning curve, but you end up with a better-trained employee who is able to contribute more fully to your team's results.