title: Racial inequalities in engineering employment in Aotearoa New Zealand

authors: Roy, Rituparna

abstract: This report presents findings from research on racism and inequality in engineering employment in New Zealand. Conducted as part of the Working to End Racial Oppression (WERO) research programme (see: https://wero.ac.nz/), this study examines how racial discrimination operates in recruitment and career progression within the engineering sector. The research was carried out with the support of Engineering New Zealand | Te Ao Rangahau and the Association of Consulting and Engineering New Zealand. 

This research involves two phases of in-depth interviews. The first phase entails interviews with industry key informants such as human resources staff, managers, or people from diversity and culture teams for different engineering firms that ranged from very small to large in size. In the second phase, currently employed engineers from different ethnic groups were undertaken, including Māori, Pacific, Pākehā, Asian and Middle Eastern, Latin American and African (MELAA). The findings from these two sets of interviews are presented respectively in Section 3 and 4. 

The research also included an analysis of the workforce composition and wage gaps in Engineering based on analysis of Census and New Zealand Income Survey data. This analysis, which is presented in Section 1, revealed the disproportionately low number of female engineers, and of Māori and Pacific people employed as engineers. Analysis of average median hourly wages revealed notable differences, with Māori and Pacific engineers having median wages that are around 80% of the overall median. 

There has been a significant emphasis on Diversity, Equity and Inclusion (DEI) in recruitment and human resource management in Engineering in recent years. This emphasis reflects industry efforts to address known ethnic and gender imbalances in the workforce. Industry informants, however, highlighted several challenges, tensions, and contradictions they faced in integrating and practicing DEI in recruitment. Employers often struggle to balance competing frameworks such as equity, meritocracy, and people-focused approaches, making recruitment decisions complex. Despite initiatives like blind CV screening, targeted graduate programmes and preferential shortlisting of Māori and Pacific applicants, the industry remains heavily merit-driven. Additionally, DEI efforts are largely gender-focused, lacking an intersectional approach that considers overlapping social inequities. 

The interviews with engineers revealed that individuals from different ethnic groups face distinct barriers and challenges in securing employment and advancing their careers. For Māori and Pacific engineers, the pathway into engineering is severely limited, with only a small number entering the profession each year. Those currently employed often experience what has been described V as a ‘cultural tax’—being expected to take on cultural responsibilities in addition to their technical roles, without monetary compensation or clear career advancement opportunities. Racialised immigrant engineers, on the contrary, reported devaluation and deskilling of their qualifications and experience based on their ethnic and national origins. Despite extensive work experience in their home countries, they were often required to restart their careers in graduate or entry-level positions. Several participants shared experiences of unfair promotions, where White, European, and Anglophone employees were favoured for leadership roles. When discussing their own career trajectories, most non-Pākehā and nonEuropean participants expressed scepticism about ever being promoted to senior positions with decision-making authority. 

The accounts of discriminations and racial inequalities shared by engineers have profound implications for their employment, career progression, well-being, and society at large. Navigating a predominantly monocultural work environment—marked by challenges like cultural taxation, glass ceilings, and the ‘white boys’ club’—places additional burdens on racialised groups. The pressure to constantly prove their worth further exacerbates these issues, leading to serious retention problems. If not addressed, the sector risks losing engineers from diverse ethnic backgrounds, exacerbating gender and ethnic pay gaps, worsening representation and diversity issues, and reinforcing systemic racial inequities. 

Addressing monoculturalism and the ‘white boys’ club’ culture and fostering a genuinely inclusive profession will require systemic changes within engineering firms and in accepted norms in the profession and industry. Without a shift in workplace culture, efforts to recruit more engineers from underrepresented backgrounds will remain ineffective, as many will continue to leave due to unwelcoming environments. To create lasting change, DEI initiatives must go beyond recruitment and actively reshape the structures, policies, and day-today practices that define the industry. This requires the mindful integration of diverse cultural values and practices into every layer of organisational functions, including recruitment, career advancement frameworks, and job descriptions.

text: Racial inequalities in engineering employment in Aotearoa New Zealand This report presents findings from research on racism and inequality in engineering employment in New Zealand. Conducted as part of the Working to End Racial Oppression (WERO) research programme (see: https://wero.ac.nz/), this study examines how racial discrimination operates in recruitment and career progression within the engineering sector. The research was carried out with the support of Engineering New Zealand | Te Ao Rangahau and the Association of Consulting and Engineering New Zealand. 

This research involves two phases of in-depth interviews. The first phase entails interviews with industry key informants such as human resources staff, managers, or people from diversity and culture teams for different engineering firms that ranged from very small to large in size. In the second phase, currently employed engineers from different ethnic groups were undertaken, including Māori, Pacific, Pākehā, Asian and Middle Eastern, Latin American and African (MELAA). The findings from these two sets of interviews are presented respectively in Section 3 and 4. 

The research also included an analysis of the workforce composition and wage gaps in Engineering based on analysis of Census and New Zealand Income Survey data. This analysis, which is presented in Section 1, revealed the disproportionately low number of female engineers, and of Māori and Pacific people employed as engineers. Analysis of average median hourly wages revealed notable differences, with Māori and Pacific engineers having median wages that are around 80% of the overall median. 

There has been a significant emphasis on Diversity, Equity and Inclusion (DEI) in recruitment and human resource management in Engineering in recent years. This emphasis reflects industry efforts to address known ethnic and gender imbalances in the workforce. Industry informants, however, highlighted several challenges, tensions, and contradictions they faced in integrating and practicing DEI in recruitment. Employers often struggle to balance competing frameworks such as equity, meritocracy, and people-focused approaches, making recruitment decisions complex. Despite initiatives like blind CV screening, targeted graduate programmes and preferential shortlisting of Māori and Pacific applicants, the industry remains heavily merit-driven. Additionally, DEI efforts are largely gender-focused, lacking an intersectional approach that considers overlapping social inequities. 

The interviews with engineers revealed that individuals from different ethnic groups face distinct barriers and challenges in securing employment and advancing their careers. For Māori and Pacific engineers, the pathway into engineering is severely limited, with only a small number entering the profession each year. Those currently employed often experience what has been described V as a ‘cultural tax’—being expected to take on cultural responsibilities in addition to their technical roles, without monetary compensation or clear career advancement opportunities. Racialised immigrant engineers, on the contrary, reported devaluation and deskilling of their qualifications and experience based on their ethnic and national origins. Despite extensive work experience in their home countries, they were often required to restart their careers in graduate or entry-level positions. Several participants shared experiences of unfair promotions, where White, European, and Anglophone employees were favoured for leadership roles. When discussing their own career trajectories, most non-Pākehā and nonEuropean participants expressed scepticism about ever being promoted to senior positions with decision-making authority. 

The accounts of discriminations and racial inequalities shared by engineers have profound implications for their employment, career progression, well-being, and society at large. Navigating a predominantly monocultural work environment—marked by challenges like cultural taxation, glass ceilings, and the ‘white boys’ club’—places additional burdens on racialised groups. The pressure to constantly prove their worth further exacerbates these issues, leading to serious retention problems. If not addressed, the sector risks losing engineers from diverse ethnic backgrounds, exacerbating gender and ethnic pay gaps, worsening representation and diversity issues, and reinforcing systemic racial inequities. 

Addressing monoculturalism and the ‘white boys’ club’ culture and fostering a genuinely inclusive profession will require systemic changes within engineering firms and in accepted norms in the profession and industry. Without a shift in workplace culture, efforts to recruit more engineers from underrepresented backgrounds will remain ineffective, as many will continue to leave due to unwelcoming environments. To create lasting change, DEI initiatives must go beyond recruitment and actively reshape the structures, policies, and day-today practices that define the industry. This requires the mindful integration of diverse cultural values and practices into every layer of organisational functions, including recruitment, career advancement frameworks, and job descriptions.

year: 2025

title: Maori participation in higher education: Tainui graduates from the University of Waikato, 1992 to 1997

authors: Tiakiwai, Sarah-Jane

abstract: This thesis is an examination of what factors contribute to the success of Maori who participate in higher education. The thesis is informed by the experiences of nine Tainui tribal members who received scholarships from the Tainui Maori Trust Board and who graduated from the University of Waikato between 1992 and 1997. 

The thesis addresses two questions: what factors contributed to the success of Tainui graduates at the University of Waikato? What effect did programmes, policies and initiatives offered by the University of Waikato and the Tainui Maori Trust Board have on the academic success of Tainui graduates at the University of Waikato? 

There are three main components to the thesis: a brief history of the University of Waikato and an examination of three documents (University of Waikato Charter 1991; Paetawhiti, the strategic plan 1993; Academic Audit Unit report 1997) and how they pertain to Maori; a history of the Tainui Maori Trust Board and an examination of the Tainui Education Strategy (1986, 1991), its review (1993) and scholarship programmes; and a study and analysis of the experiences of nine Tainui graduates from the University of Waikato. 

Argued from an eclectic theoretical and methodological position, drawing from indigenous and western theories and research practices that emphasise a kaupapa Maori and tribal approach, the thesis identifies multiple factors that have contributed to the success of the Tainui graduates. These factors include family and parental support, mentoring, the role of finances, institutional support, and identity. 

The thesis finds through examination of the documents, that the policies, initiatives and programmes of the Tainui Maori Trust Board and the University of Waikato have ambiguous and at times conflicting aims and objectives in regard to Maori participation and graduation from higher education. The thesis also finds that the experiences of the graduates reveal that neither the Tainui Maori Trust Board nor policies relating to Maori at the University of Waikato played significant roles in the success of the Tainui graduates. Rather, the thesis finds that the success of the graduates is largely borne by their own efforts, which reflect western notions of success, but which also reinforce their identity as Maori, and as Tainui tribal members. 

The thesis suggests that both the Tainui Maori Trust Board and the University of Waikato review their relationships with their tribal and Maori members (respectively), and recommendations are made to help develop a greater awareness of the contribution that both organisations can make to the success of Maori university students.

text: Maori participation in higher education: Tainui graduates from the University of Waikato, 1992 to 1997 This thesis is an examination of what factors contribute to the success of Maori who participate in higher education. The thesis is informed by the experiences of nine Tainui tribal members who received scholarships from the Tainui Maori Trust Board and who graduated from the University of Waikato between 1992 and 1997. 

The thesis addresses two questions: what factors contributed to the success of Tainui graduates at the University of Waikato? What effect did programmes, policies and initiatives offered by the University of Waikato and the Tainui Maori Trust Board have on the academic success of Tainui graduates at the University of Waikato? 

There are three main components to the thesis: a brief history of the University of Waikato and an examination of three documents (University of Waikato Charter 1991; Paetawhiti, the strategic plan 1993; Academic Audit Unit report 1997) and how they pertain to Maori; a history of the Tainui Maori Trust Board and an examination of the Tainui Education Strategy (1986, 1991), its review (1993) and scholarship programmes; and a study and analysis of the experiences of nine Tainui graduates from the University of Waikato. 

Argued from an eclectic theoretical and methodological position, drawing from indigenous and western theories and research practices that emphasise a kaupapa Maori and tribal approach, the thesis identifies multiple factors that have contributed to the success of the Tainui graduates. These factors include family and parental support, mentoring, the role of finances, institutional support, and identity. 

The thesis finds through examination of the documents, that the policies, initiatives and programmes of the Tainui Maori Trust Board and the University of Waikato have ambiguous and at times conflicting aims and objectives in regard to Maori participation and graduation from higher education. The thesis also finds that the experiences of the graduates reveal that neither the Tainui Maori Trust Board nor policies relating to Maori at the University of Waikato played significant roles in the success of the Tainui graduates. Rather, the thesis finds that the success of the graduates is largely borne by their own efforts, which reflect western notions of success, but which also reinforce their identity as Maori, and as Tainui tribal members. 

The thesis suggests that both the Tainui Maori Trust Board and the University of Waikato review their relationships with their tribal and Maori members (respectively), and recommendations are made to help develop a greater awareness of the contribution that both organisations can make to the success of Maori university students.

year: 2001

title: Groups with fix-set quasi-order

authors: Stokes, Tim E.

abstract: If X is a set, the fix-set quasiorder on a group of permutations of X is the quasiorder induced by containment of the fix-sets of elements of SX. Axioms for such quasiorders on groups have previously been given. We generalise these to allow non-faithful group actions, the resulting abstract quasiorders being called fix-orders. We characterise the possible fix-orders on a given group G in terms of certain families of subgroups of G. The special case in which the members of the defining family of subgroups are all normal is considered. Software is used to construct and analyse the lattices of fix-orders of many small finite groups.

text: Groups with fix-set quasi-order If X is a set, the fix-set quasiorder on a group of permutations of X is the quasiorder induced by containment of the fix-sets of elements of SX. Axioms for such quasiorders on groups have previously been given. We generalise these to allow non-faithful group actions, the resulting abstract quasiorders being called fix-orders. We characterise the possible fix-orders on a given group G in terms of certain families of subgroups of G. The special case in which the members of the defining family of subgroups are all normal is considered. Software is used to construct and analyse the lattices of fix-orders of many small finite groups.

year: 2015