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