partner track is a new series on Netflix. In the R-rated series, Ingrid Yuen (Asian) is the protagonist, competing for a partnership opportunity at a law firm. The cast is diverse (i.e. Black, LGBTQIA+, gendered, etc.) and navigates predominantly White institutions and disciplines. Ingrid must face numerous obstacles to prove her worth and ultimately earn the top spot in the company. While there is a lot of entertainment and romance in the series, there are also many comprehensive leadership lessons that we can take and apply in our daily lives. Who wouldn’t? I think most of us would answer in the affirmative. Now let’s talk about the key takeaways from this series where she can use her free time to evolve her inclusive leadership skills.

Gain a deeper understanding of the existence of microaggressions in the workplace

In this series, harmful failures come to the fore, so you can take notes on what not to do. Our definition of microaggression is behavior that challenges the inclusion and belonging of others. In one instance, Ingrid jokes, “You have no idea how hard it is to be a person of color in this company.” With constant struggles in the workplace, this is no fictional example, and we know that organizations and leaders struggle to provide a less challenging environment for people of color in the workplace. Her leaders should heed the following advice:

1. Affirming stereotypes can harm employees.of partner track, Ingrid’s manager manipulates her into performing tasks that support the company’s diversity, equity and inclusion goals. It soon becomes clear that this organization has not lived up to its promises. Since she has Asian descent, there is an assumption that she should perform. will do.
2. Never use humor as a weapon. For example, during a company retreat, an employee does his routine to stand up and teach others about white privilege. Numerous crimes are committed against marginalized groups during the performance. As her leader at Inclusive, we have a responsibility to fully understand the impact of our content and how it reflects on employers. We need to be mindful of how our actions affect others. And if you get feedback in that moment, you have to revise your course, even if it means quitting in the middle of a joke.

1. Leaders who turn a blind eye to apparent failures of inclusion will suffer in the long run. For example, in this series, the lead partner witnesses Ingrid and the others being treated poorly, but turns a blind eye to better bottom line. Unfortunately, this strategy continues for most of the series, but it eventually hurts the employer’s brand, causes layoffs, and impacts the company’s bottom line through lost revenue. What’s the lesson here? is it? As leaders, we must create a safe environment for our employees. We must provide transparency in our promotion process. If you find something wrong, you have to take action. Failure to meet these responsibilities has consequences.
2. Leaders who intimidate their employees are not only violating ethics, they are also against the goals of diversity, equity and inclusion. What is the lesson here? The lack of accountability to senior leaders in an organization is a problem for everyone.of partner track, the supreme leader, seemingly making all the decisions, took no responsibility for his poor leadership actions. The checks and balances in this process were lip service. Because despite HR’s due diligence and recommendations for employee probation, the organization failed to take action to set standards for leadership.

So who is ready to watch? If we’re in agreement, let’s share what we’ve learned about developing inclusive leadership skills. There are 10 episodes with lessons. Alright, let’s go!