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