Diversity Bingo! - Call List

(Print) Use this randomly generated list as your call list when playing the game. There is no need to say the BINGO column name. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.

1. I am aware that cultural differences might have an impact on communication and working styles..
2. I take opportunities to educate myself on LGBT+ topics..
3. Action
4. I mentor someone who is different from me..
5. I promote an environment where people are comfortable seeking support..
6. I encourage my team to work agile..
7. I ensure my team receives necessary training on cultural fluency..
8. I am an ally or member of a BRG..
9. I understand that having a disability does not define an individual..
10. I embrace my responsibilities in creating a safe and harassment-free workplace.
11. I ensure that there is diverse representation on my succession plan..
12. When seeking feedback, I do so from a diverse group of stakeholders..
13. I speak last when chairing a meeting.
14. I delegate tasks so that fair opportunities are given to different team members. Y
15. I openly admit it if I am wrong..
16. I practice empathy when negotiating cultural differences.
17. I allow failures and mistakes for my team..
18. I deliberately seek opinions from someone who is likely to hold a different view.
19. I understand and can communicate the business case for diversity and inclusion. Y
20. I practice reverse mentorship..
21. Cultural Diversity
22. I give specific feedback on inclusivity as part of performance reviews.
23. I set expectations based on one’s capabilities. Y
24. I will alternate different time zones when arranging global conference calls..
25. I create and use inclusive ground rules during meetings.
26. I understand that sexual orientation and gender identity are not the same thing..
27. I run a Yammer/blog page to ensure my entire team receives the same updates..
28. I am aware of my own hidden biases and understand the impact these might be having on my team..
29. I am willing to explore workplace accommodations for those with disabilities..
30. I care about the safety and well-being of my team. Y
31. I make recruitment decisions based solely on merit..
32. I follow my team on social media to support and praise their achievements..
33. I know workplace hostilities are not always intentional.
34. I hold myself accountable in promoting inclusion to my team..
35. I seek feedback on whether I am being an inclusive leader. Y
36. I take corrective steps when there are inappropriate remarks/comments in the workplace..
37. I currently sponsor/mentor colleagues from a minority group..
38. I am informed on and ready to share mental health resources with my team..
39. I use inclusive language when communicating with my team about their families..
40. I intervene if workplace conversations are in a language that not all can understand..
41. I attend inclusion-related trainings..
42. I am not afraid to seek out information on D&I topics which I am unclear about..
43. I’ve taken the Implicit Association Test..
44. I know the meaning of intersectionality and understands how it affects minority groups.
45. Caregiving/Parenting
46. I practice positive reframing and encourage others to do the same..
47. I seek opportunities to experience culturally diverse environments..
48. I know the diversity goals and vision of BP and its connection to the overall business objectives..
49. I create opportunities for team members to get to know each other beyond their job roles..
50. I empathise with those who have to conceal aspects of their lives..
51. I support the career advancement goals of women and men on my team. Y
52. I study the outcome of the Pulse Survey to inform me of my areas of development..
53. I welcome ideas that are different from mine.
54. I understand the difference between vulnerability and weakness..
55. I understand how being inclusive impacts my role and, how my role impacts the success of inclusion initiatives..
56. I regularly check in with my team and ask for their feedback and suggestions.
57. I do not presume to know what a person with disability cannot handle without their input..
58. I understand the meaning of ‘privileged majority’..
59. I am aware that there are words which are offensive to members of the LGBT+ community..
60. I make sure to hear from quieter voices on my team during meetings.
61. I make effort to understand my team’s responsibilities/commitments outside of work..
62. 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
63. I encourage my team to be allies and/or involved with BRGs..
64. I enjoy learning from my team..
65. I correct microaggressions in the workplace when I witness them.
66. I respect the use of an individual’s preferred pronoun..
67. I know that comments about one’s appearance may be inappropriate..
68. I consider myself an advocate for inclusion..
69. I know the Rules of the Road..
70. I use gender neutral language in communications.
71. I take the time to learn about my team’s cultural backgrounds and practices..
72. I take interest in familiarizing myself with BP’s D&I policies..
73. I encourage my team to welcome and help new team members settle in..
74. Hiring of persons with disabilities should not be viewed as an act of charity..
75. I encourage male colleagues to be champions of women’s development and vice versa..
76. I apologise if I made an insensitive/offensive remark..