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