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