Diversity Bingo!

This bingo card has a free space and 76 words: I make sure to hear from quieter voices on my team during meetings., I regularly check in with my team and ask for their feedback and suggestions., I deliberately seek opinions from someone who is likely to hold a different view., I welcome ideas that are different from mine., I enjoy learning from my team.., I run a Yammer/blog page to ensure my entire team receives the same updates.., I take corrective steps when there are inappropriate remarks/comments in the workplace.., I embrace my responsibilities in creating a safe and harassment-free workplace., I follow my team on social media to support and praise their achievements.., I am an ally or member of a BRG.., I encourage my team to be allies and/or involved with BRGs.., I encourage my team to work agile.., I mentor someone who is different from me.., I’ve taken the Implicit Association Test.., I practice reverse mentorship.., I know the diversity goals and vision of BP and its connection to the overall business objectives.., I understand and can communicate the business case for diversity and inclusion. Y, I know workplace hostilities are not always intentional., I correct microaggressions in the workplace when I witness them., I understand how being inclusive impacts my role and, how my role impacts the success of inclusion initiatives.., I take interest in familiarizing myself with BP’s D&I policies.., I hold myself accountable in promoting inclusion to my team.., I promote an environment where people are comfortable seeking support.., I consider myself an advocate for inclusion.., I know the Rules of the Road.., I attend inclusion-related trainings.., I am aware of my own hidden biases and understand the impact these might be having on my team.., I allow failures and mistakes for my team.., I delegate tasks so that fair opportunities are given to different team members. Y, I care about the safety and well-being of my team. Y, I create and use inclusive ground rules during meetings., I speak last when chairing a meeting., I make recruitment decisions based solely on merit.., I openly admit it if I am wrong.., I understand the difference between vulnerability and weakness.., I understand the meaning of ‘privileged majority’.., I practice positive reframing and encourage others to do the same.., I study the outcome of the Pulse Survey to inform me of my areas of development.., When seeking feedback, I do so from a diverse group of stakeholders.., I ensure that there is diverse representation on my succession plan.., I seek feedback on whether I am being an inclusive leader. Y, I am aware that cultural differences might have an impact on communication and working styles.., I encourage my team to welcome and help new team members settle in.., I give specific feedback on inclusivity as part of performance reviews., I create opportunities for team members to get to know each other beyond their job roles.., Cultural Diversity, I take the time to learn about my team’s cultural backgrounds and practices.., I seek opportunities to experience culturally diverse environments.., I will alternate different time zones when arranging global conference calls.., I apologise if I made an insensitive/offensive remark.., I intervene if workplace conversations are in a language that not all can understand.., I ensure my team receives necessary training on cultural fluency.., I practice empathy when negotiating cultural differences., I currently sponsor/mentor colleagues from a minority group.., I know that comments about one’s appearance may be inappropriate.., I encourage male colleagues to be champions of women’s development and vice versa.., I support the career advancement goals of women and men on my team. Y, Caregiving/Parenting, I make effort to understand my team’s responsibilities/commitments outside of work.., I actively consult with my team prior to their return from parental leave to discuss work expectations and their needs as a new parent. Y, I understand that having a disability does not define an individual.., Hiring of persons with disabilities should not be viewed as an act of charity.., I do not presume to know what a person with disability cannot handle without their input.., I set expectations based on one’s capabilities. Y, I am willing to explore workplace accommodations for those with disabilities.., I am informed on and ready to share mental health resources with my team.., I am aware that there are words which are offensive to members of the LGBT+ community.., I respect the use of an individual’s preferred pronoun.., I understand that sexual orientation and gender identity are not the same thing.., I empathise with those who have to conceal aspects of their lives.., I know the meaning of intersectionality and understands how it affects minority groups., Action, I am not afraid to seek out information on D&I topics which I am unclear about.., I use inclusive language when communicating with my team about their families.., I use gender neutral language in communications. and I take opportunities to educate myself on LGBT+ topics...

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