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