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