Hazing and initiations

What is hazing?

Initiation practices such as hazing are experiences new workers may go through to be recognised and accepted as part of the group. These are not related to the inherent requirements of the job.

Hazing commonly involves negative, humiliating or distressing experiences for new workers and can result in physical and psychological harm to health. Examples include:

• practical jokes

• horseplay

• physical assaults

• requirement to endure hardships (such as staying awake, menial tasks, physical labour)

• forced or required consumption of alcohol or other substances

• coercion to do illegal activities.

As hazing and initiation practices are usually targeted, repeated, unreasonable and inappropriate behaviours, they are forms of bullying.

What are the effects of hazing?

Recent research by Thomas and Meglich (2019) compared hazing with the onboarding of new employees. Results indicate onboarding relates primarily to desirable outcomes like engagement, perceived support, wellbeing, and hazing relates primarily to undesirable outcomes like turnover intention and strain.

Approximately 6% of workers' compensation claims are for work-related mental health conditions

Approximately 27% of these claims are for workplace harassment and bullying

As hazing is a form of workplace bullying, the cost to organisations and individuals is well known. SafeWork Australia reports that approximately 6 per cent of workers' compensation claims are for workrelated mental health conditions and 27 per cent of those claims are for workplace harassment and bullying.

The number of workers' compensation claims for workplace bullying are insignificant in comparison to all other workers' compensation claims. When the costs of claims and duration of time off work are compared, the importance of addressing hazards such as workplace bullying and hazing becomes clear.

SafeWork Australia reports that the average compensation payment per claim for a work-related mental health condition is $24,500 compared to $9,000 for all claims, and the average time off work is 15.3 weeks compared to 5.5 weeks for all claims.

In a recent court proceeding in Australia, a worker was compensated significantly after being subjected to assaults, sexual harassment, bullying and threats of sexual assault. In 2017, an electrical company was fined after two employees doused an apprentice in flammable liquid and set his shirt on fire.

The indirect costs of work-related mental health conditions are far reaching and difficult to estimate. When a worker experiences psychological harm to health from work, it can affect their work performance, team members, family and community.

Why does hazing occur?

There are three common theories explaining why hazing occurs.

One theory is that hazing allows for the selection of committed group members. That is, hazing is used by the group to weed out the ‘weak’ and uncommitted, forcing the new worker to prove their worth to the hazing group.

A second theory suggests that hazing is an expression of dominance by the hazing group over the new worker. In this way, hazing acts as a mechanism to ensure the hazing group maintains their social power and establishes superiority to the new worker.

The third theory is that hazing produces group solidarity in the same way that survivors of abuse can develop strong, loyal and positive attachments to the perpetrators of their abuse. This acts as a survival or defence mechanism (which is any behavioural pattern that people use to protect themselves from unpleasant emotions, such as shame, anger and guilt).

The existence of hazing practices is a strong indicator of a mentally unhealthy workplace. Instances of bullying behaviours such as hazing should be addressed as a priority.

What can I do?

Workplace bullying is a hazard. Employers should have systems of work in place to prevent and manage workplace bullying such as hazing. This includes supportive supervisory practices, onboarding and/or induction programs for new employees, incident and hazard reporting processes, provision of information and training on acceptable workplace behaviours, and consistent application of performance and disciplinary procedures.

Workers who think they may be experiencing hazing or other bullying behaviours should report it using their workplace’s procedures, where they exist, and seek support from a medical professional such as a general practitioner or a psychologist.

Preventing harm to mental health and wellbeing from bullying practices such as hazing is important because:

• it’s the law – duty holders have an obligation to prevent harm to the health and safety of workers

• it’s the right thing to do – it is a social and corporate responsibility

• it’s the smart thing to do – making mental health a priority makes good business sense.