title: Catchment and lake water quality modelling to assess management options for Lake Tutira

authors: McBride, Chris G.

abstract: Lake Tutira is an important ecological, historical and cultural asset to the Hawke’s Bay. It is a highly utilised trout fishery, a popular recreational destination, and is particularly significant to Ngāti Kahungunu, for its historical eel fishery and rongoa (medicinal) harakeke (flax) beds. The lake and its catchment have been substantially altered from their natural condition, including conversion of forested catchment to pasture, invasion by aquatic macrophytes such as Hydrilla sp., the introduction of grass carp (Ctenopharyngaodon idella) for weed management, and diversion of the largest stream inflow, Papakiri Stream (Sandy Creek), away from the lake and directly to the outflow (Mahiaruhe Stream) in the early 1980s. Lake Tutira’s history of poor water quality dates back decades, with Trophic Level Index (TLI; a metric of overall water quality) values from the 1960s similar to recent years, and blooms of cyanobacteria (blue-green algae) recorded as early as the 1970s. Nevertheless, the years since 2010 have been characterised by very poor water quality and particularly severe blooms, sometimes resulting in near-complete loss of oxygen from surface waters and associated fish kill events. This has attracted media attention and provided impetus from community and stakeholders to assess available management options for restoring more natural conditions and improving water quality in the lake. 
This report examines the drivers of poor water quality and algal blooms the lake, and assesses various management options that have either been specifically proposed for Tutira, or have proven effective for other lakes in New Zealand and globally. Here we report on monitoring undertaken by Hawke’s Bay Regional Council in the catchment (surface inflows) and lake. We also apply state-of-the-art computer models for simulating physical, chemical, and biological processes in the catchment and lake. These simulations are then used to evaluate a range of management ‘scenarios’ to provide guidance on the likely effects of management options tested with the model.

text: Catchment and lake water quality modelling to assess management options for Lake Tutira Lake Tutira is an important ecological, historical and cultural asset to the Hawke’s Bay. It is a highly utilised trout fishery, a popular recreational destination, and is particularly significant to Ngāti Kahungunu, for its historical eel fishery and rongoa (medicinal) harakeke (flax) beds. The lake and its catchment have been substantially altered from their natural condition, including conversion of forested catchment to pasture, invasion by aquatic macrophytes such as Hydrilla sp., the introduction of grass carp (Ctenopharyngaodon idella) for weed management, and diversion of the largest stream inflow, Papakiri Stream (Sandy Creek), away from the lake and directly to the outflow (Mahiaruhe Stream) in the early 1980s. Lake Tutira’s history of poor water quality dates back decades, with Trophic Level Index (TLI; a metric of overall water quality) values from the 1960s similar to recent years, and blooms of cyanobacteria (blue-green algae) recorded as early as the 1970s. Nevertheless, the years since 2010 have been characterised by very poor water quality and particularly severe blooms, sometimes resulting in near-complete loss of oxygen from surface waters and associated fish kill events. This has attracted media attention and provided impetus from community and stakeholders to assess available management options for restoring more natural conditions and improving water quality in the lake. 
This report examines the drivers of poor water quality and algal blooms the lake, and assesses various management options that have either been specifically proposed for Tutira, or have proven effective for other lakes in New Zealand and globally. Here we report on monitoring undertaken by Hawke’s Bay Regional Council in the catchment (surface inflows) and lake. We also apply state-of-the-art computer models for simulating physical, chemical, and biological processes in the catchment and lake. These simulations are then used to evaluate a range of management ‘scenarios’ to provide guidance on the likely effects of management options tested with the model.

year: 2017

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: Implementation of the supercapacitor-assisted surge absorber (SCASA) technique in a practical surge protector

authors: Fernando, Jayathu

abstract: Their combination of large continuous energy ratings and very large time constants allows supercapacitors to be used in surge protection circuits. This fact, supported by recent research publications and laboratory tests, has assisted the authors to propose a new surge protection circuit topology known as the supercapacitor-assisted surge absorber (SCASA). This technique utilizes a multi-winding transformer, common surge protector devices such as metal oxide Varistors (MOV) and/or semiconductor types combined with a supercapacitor sub-circuit to absorb part of the surge energy usually expected to dissipate within the MOV or the semiconductor. The paper presents design details and test results for a differential mode surge protector based on the SCASA technique where the test device was subjected to lightning-type surges defined in international standards for Class-A and Class B type protectors. The performance of a prototype based on Class-B waveforms of up to 6.6 kV surges generated from a lightning surge simulator are discussed in the paper. Its performance is compared with two commercially available surge protectors.

text: Implementation of the supercapacitor-assisted surge absorber (SCASA) technique in a practical surge protector Their combination of large continuous energy ratings and very large time constants allows supercapacitors to be used in surge protection circuits. This fact, supported by recent research publications and laboratory tests, has assisted the authors to propose a new surge protection circuit topology known as the supercapacitor-assisted surge absorber (SCASA). This technique utilizes a multi-winding transformer, common surge protector devices such as metal oxide Varistors (MOV) and/or semiconductor types combined with a supercapacitor sub-circuit to absorb part of the surge energy usually expected to dissipate within the MOV or the semiconductor. The paper presents design details and test results for a differential mode surge protector based on the SCASA technique where the test device was subjected to lightning-type surges defined in international standards for Class-A and Class B type protectors. The performance of a prototype based on Class-B waveforms of up to 6.6 kV surges generated from a lightning surge simulator are discussed in the paper. Its performance is compared with two commercially available surge protectors.

year: 2014