For decades, young Aussie apprentices have fought against a hostile and at times predatory workplace culture. This dispiriting atmosphere has driven too many to abandon their profession, causing a dire lack of tradespeople necessary to reach our ambitious housing goals. This troubling projection has caught the ear of everyone from policymakers to business leaders. One of them is Beth Jones, the 2025 South Australian Apprentice of the Year, who recently opened up about her traumatic experiences with hazing during her first apprenticeship. The grim reality has led to renewed calls for urgent action to change the culture of trades workplaces.
Beth Jones, enjoying her second apprenticeship, flourishes as well. She has a particular memory of her first week in the mechanical fitting trade back in 2020. She still remembers it in full detail and described it as “hell.” Each day, panic attacks overwhelmed her in this unhealthy environment, leaving her feeling embarrassed and alone. Jones said, “I tell people to picture what hell would look like. That is truly what it felt like for me.”
In addition to Jones, Barry Du Bois, an experienced construction industry professional and television personality also traveled to Canberra. There, he vigorously advocated for a national strategy against hazing and to improve workplace culture. And he pointed out that we need to create a culture of support for apprentices. “This’ll just help to build a culture, and the people that don’t work under those standards won’t last in the industry,” Du Bois said.
The Impact of Hazing on Apprentices
Industry Hazing in the trade industry is a prevalent and serious issue. It hurts the individual apprentice and stokes a much broader crisis of workforce. Failure to take action on workplace culture has reportedly already cost the Australian economy an estimated $8 billion per year. Such shocking numbers underscore the desperate need for change.
Kath Howse went through extreme hazing as an apprentice electrician in the late 1970s. She described the resulting trauma as well as her jarring, humiliating experiences of the time. She remembers, “Three men came for me—they were dead-set on undressing me and putting me out a window on one of Adelaide’s busiest streets, to dangle in the protest.” Howse ended up walking away from her craft entirely due to its toxic culture. Even so, she has successfully made her second career working as a massage therapist.
The tales told by both Jones and Howse emphasize a sad truth experienced by numerous apprentices. Jones spoke about her troubles while attending her first apprenticeship program. She was interested in conveying her experience, “This is terrible, I want to die… and then you would do, ‘oh wait, maybe it’s psychosomatic. These mental health problems are endemic among the apprentices who experience hazing.
A Call for Change
The testimony from people like Jones and Howse have sparked national conversations about the critical need for accountability within the industry. Jones pushes for greater accountability from corporations that create these toxic environments. “I would really want to see people and companies, doesn’t matter who they are, be held accountable for this sort of thing… because it’s absolutely disgusting,” she asserted.
Addressing these problems, Barry Du Bois made a strong case for developing empowering work environments. He described his experiences with hazing in the 1980s as “horrific.” He noted that these practices have been going on for years. I remember seeing apprentices forced into air conditioning vents, their feet hanging out over the side. I have witnessed them having pipes stuck through their clothing, crucified on those tubes,” he described.
The current conversations happening around culture in the trades industry demonstrate that there is an increasing awareness that change has to happen. Advocates argue that creating an environment free from hazing not only benefits apprentices but is crucial for addressing the current shortage of skilled workers.
Moving Forward
As Australia faces a pressing shortage of tradespeople necessary for achieving housing targets, addressing hazing and improving workplace culture has never been more critical. Beth Jones and Kath Howse provide equally moving accounts. In doing so, they remind us of the struggles that apprentices have fought for across generations.
Supportive, affirming workplace environments help ensure that apprentices succeed and contribute in meaningful ways to their fields. This caring climate helps them avoid becoming discouraged and adrift. The commitment from industry leaders like Barry Du Bois may pave the way for a future where apprentices can pursue their careers free from harassment and humiliation.
