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