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