title: Wave mixed, wind-generated near-surface shear observed over a tidal flat

authors: Henderson, Stephen M.

subjects: waves

abstract: Around high tide over a ﬂooded tidal ﬂat, vertical shear measured 0.13–0.4 m beneath the sea surface by upward-looking Acoustic Doppler Proﬁlers (ADPs) was usually aligned with the wind. However, shear did not increase with increasing windspeed, likely owing to an increase in wave heights and wave-generated mixing with increasing windspeed. The associated increase in water-side drag coefﬁcient with windspeed was predicted, with substantial scatter, by a model for near-surface mixing by breaking waves. A depth-independent eddy-viscosity model yielded only slightly less skill than a ﬁtted depth-dependent model. Farther (0.3–0.6 m) from the surface, model skill was low, suggesting that shear at depth was often determined by factors other than wind. Wave heights tended to increase with increasing water depth. Consequently, the simulated wave-generated surface eddy viscosity tended to increase with increasing depth.

text: Wave mixed, wind-generated near-surface shear observed over a tidal flat Around high tide over a ﬂooded tidal ﬂat, vertical shear measured 0.13–0.4 m beneath the sea surface by upward-looking Acoustic Doppler Proﬁlers (ADPs) was usually aligned with the wind. However, shear did not increase with increasing windspeed, likely owing to an increase in wave heights and wave-generated mixing with increasing windspeed. The associated increase in water-side drag coefﬁcient with windspeed was predicted, with substantial scatter, by a model for near-surface mixing by breaking waves. A depth-independent eddy-viscosity model yielded only slightly less skill than a ﬁtted depth-dependent model. Farther (0.3–0.6 m) from the surface, model skill was low, suggesting that shear at depth was often determined by factors other than wind. Wave heights tended to increase with increasing water depth. Consequently, the simulated wave-generated surface eddy viscosity tended to increase with increasing depth.

year: 2012

title: Testing the stability of the benefit transfer function for discrete choice contingent valuation data

authors: Matthews, David I.

subjects: benefit function transfer

abstract: We examine the stability of the benefit transfer function across 42 recreational forests in the British Isles. A working definition of reliable function transfer is put forward, and a suitable statistical test is provided. The test is based on the sensitivity of the model log-likelihood to removal of individual forest recreation sites. We apply the proposed methodology on discrete choice contingent valuation data and find that a stable function improves our measure of transfer reliability, but not by much. We conclude that, in empirical studies on transferability, function stability considerations are secondary to the availability and quality of site attribute data. Modellers’ can study the advantages of transfer function stability vis-à-vis the value of additional information on recreation site attributes.

text: Testing the stability of the benefit transfer function for discrete choice contingent valuation data We examine the stability of the benefit transfer function across 42 recreational forests in the British Isles. A working definition of reliable function transfer is put forward, and a suitable statistical test is provided. The test is based on the sensitivity of the model log-likelihood to removal of individual forest recreation sites. We apply the proposed methodology on discrete choice contingent valuation data and find that a stable function improves our measure of transfer reliability, but not by much. We conclude that, in empirical studies on transferability, function stability considerations are secondary to the availability and quality of site attribute data. Modellers’ can study the advantages of transfer function stability vis-à-vis the value of additional information on recreation site attributes.

year: 2007-05

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