Members of organizations that haze may hold a range of views about their practices. If your organization hazes new members, you may support those practices, oppose them, or have a mixture of feelings.
The choices individuals make about whether to haze other people can be influenced by their perception of what others in the group believe. Sometimes hazing continues because members mistakenly believe that everyone in group supports it. Without knowing what others think, members must make assumptions. When they see the entire group engaging in hazing, members might understandably assume that everyone in who is participating approves of the activity.
In reality, there may be some or even many members who do not approve but nonetheless go along with the activity because they believe everyone else agrees with it. This “reign of error” helps to perpetuate hazing. Those members who support hazing may create a climate in which other members do not feel comfortable or safe expressing their concerns or opposition.
Read about the Campus Code of Conduct and review the descriptions of hazing.
Consider the arguments for and against hazing and think about the following ten reasons to stop hazing:
*When members graduate and develop professional lives, they often do not want to be associated with an organization that hazes. As one alumni who owned a major software company said, “If I were reviewing applicants and found out that one had been involved in hazing during college, I wouldn’t want him in my firm.”
Be aware that challenging hazing can evoke considerable resistance from some group members. It is possible that other members may pressure, harass, or threaten you in an attempt to preserve the status quo. Getting support from at least one other person in the group who will stand with you can help considerably. Challenging hazing takes courage.
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