Mandira Bedi says hosting cricket World Cup was a ‘miserable’ experience: ‘They had never had a woman sitting on the panel’

Mandira Bedi faced sexism while hosting the 2003 Cricket World Cup. In a recent interview, she opened up about the constant disregard from cricket experts on the panel. Despite initial struggles, Mandira persevered.

The actor’s role was to ask questions from a layperson’s perspective. In a chat with Humans of Bombay, Mandira said, “It was not easy, because they had never had a woman sitting on the panel. So, the legends sitting on the left and the right, they weren’t particularly excited about having a woman on the panel.” Even though some of her questions might have been considered basic, her instructions were clear: ask anything that comes to mind.

However, Mandira described her experience as isolating. Despite asking questions relevant to the average viewer, the experts would simply talk over her, ignoring her completely.  She recalled that at the end of every show, “I would put my head down and I would cry, and people sitting on my left and right would say, ‘I will just go and get some coffee. Would you like some coffee?’ and leave. I was just miserable and nobody said anything to me for the first week. I was stuttering and stumbling and I was nervous, and I was not getting any support from anywhere. I had a co-host. His questions were acknowledged.”

So how can one deal with such situations?

According to Dr Shaunak Ajinkya, consultant psychiatrist, Kokilaben Dhirubhai Ambani Hospital, Mumbai, research on sexism identified several barriers to calling it out at the workplace e.g., people don’t recognise sexism, or deem it inappropriate, or they don’t know how to address it.

By taking some of these steps, you can create a more inclusive and respectful work environment for yourself and others. (Representational/ File)

“Research also shows that men are worse than women at detecting sexism. If a man can’t see the bias or doesn’t feel it should stop, it’s unlikely that he’ll step in. A recent Canadian research showed four categories of distinct behaviours among men when they’re faced with sexism – Directly interrupt, Redirect, Unassertively react or Do nothing,” he explained in an interaction with indianexpress.com.

Dealing with sexism at work can be challenging, but it’s important to address it. Some ways are:

1. Identify Sexism: The first step in addressing sexist comments is to realize that they don’t all look the same. Be aware of what constitutes sexist behaviour like derogatory comments, unequal treatment, inappropriate jokes, or exclusion based on gender. Recognize the different kinds of sexism at work, and then make a conscious attempt to say something. You can keep a record of any sexist behaviour you experience or witness.

2. Respond Calmly but Assertively: If you feel safe, address the behaviour directly. Let the person know that their comment or action is inappropriate. Remind your colleague that words have power. Then, explicitly state that their particular comments have hurt or offended you in a personal way. Clearly state what behaviour you find unacceptable and assert your right to be treated with respect. Never assume mal-intent. Don’t just point fingers in an angry way, because that can do more to enhance tension than improve upon it.

3. Seek Support: It’s important to get to the heart of the matter. Share your experiences with trusted colleagues. They may have faced similar issues and can offer support or advice. Identify friends in your workplace who can support you in addressing the issue. Be aware of your legal rights regarding workplace discrimination and harassment. There are laws protecting employees from sexism. If the issue is not resolved internally, consider consulting a lawyer who specialises in employment law.

4. Follow Company Policy: Familiarise yourself with your company’s policy on harassment and discrimination. Use the appropriate channels to report the behaviour. Approach your Human Resources department with your documented incidents. They are typically trained to handle such complaints confidentially and professionally. Work with your company to develop and implement strong policies against sexism and harassment. Encourage your employer to provide training on diversity, inclusion, and preventing harassment.

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