title: Maximising the potential of ICT to provide authentic summative assessment opportunities

authors: Williams, P. John

subjects: ICT

abstract: This paper reports on elements of a study that was conducted in Western Australia to explore the potential of various forms of digitally based external assessments for senior secondary school courses. One problem that needed addressing was how to provide students with authentic assessment opportunities, particularly in subjects in which performance is an integral component. Traditionally, assessment in many of these subjects was by way of a three-hour paper examination. This established a dichotomy for teachers in which the pedagogy of the subject was very different from the method of assessment. In wanting to maximise their student’s potential for success, many teachers taught to the examination, consequently sacrificing a practical performance approach to the subject for a more theoretical form of delivery.

text: Maximising the potential of ICT to provide authentic summative assessment opportunities This paper reports on elements of a study that was conducted in Western Australia to explore the potential of various forms of digitally based external assessments for senior secondary school courses. One problem that needed addressing was how to provide students with authentic assessment opportunities, particularly in subjects in which performance is an integral component. Traditionally, assessment in many of these subjects was by way of a three-hour paper examination. This established a dichotomy for teachers in which the pedagogy of the subject was very different from the method of assessment. In wanting to maximise their student’s potential for success, many teachers taught to the examination, consequently sacrificing a practical performance approach to the subject for a more theoretical form of delivery.

year: 2012

title: Liberalism in 19th Century Europe: To what extent did liberalism influence the Concert of Europe?

authors: Heron, Quinn

subjects: International Relations

abstract: The Concert of Europe (the Concert), that lasted from 1814 to 1914, was a system of international relations that was, in many respects, illiberal. Much of the scholarship of the Concert has accepted that realist concerns, such as the balance of power, played a dominant role in shaping the Concert. It might seem strange then to ask what role liberal ideas and principles played in a system so widely regarded as realist. Yet, that is the goal of this thesis; to ask the question ‘to what extent did liberalism influence the Concert of Europe?’ Traversing the fields of History and International Relations, this thesis utilizes both disciplines, combined with qualitative analysis, to identify liberalism within Concert rhetoric and the Concert’s actors while challenging the prominence of realist explanations. The Concert displayed prominent liberal characteristics in both the rhetoric used during several crises and the actions and beliefs of the actors within it. This thesis concludes that liberal ideas and principles influenced the Concert to a significant, and often overlooked extent, and draws lessons from its operation for understanding the emerging 21st century multipolar system.

text: Liberalism in 19th Century Europe: To what extent did liberalism influence the Concert of Europe? The Concert of Europe (the Concert), that lasted from 1814 to 1914, was a system of international relations that was, in many respects, illiberal. Much of the scholarship of the Concert has accepted that realist concerns, such as the balance of power, played a dominant role in shaping the Concert. It might seem strange then to ask what role liberal ideas and principles played in a system so widely regarded as realist. Yet, that is the goal of this thesis; to ask the question ‘to what extent did liberalism influence the Concert of Europe?’ Traversing the fields of History and International Relations, this thesis utilizes both disciplines, combined with qualitative analysis, to identify liberalism within Concert rhetoric and the Concert’s actors while challenging the prominence of realist explanations. The Concert displayed prominent liberal characteristics in both the rhetoric used during several crises and the actions and beliefs of the actors within it. This thesis concludes that liberal ideas and principles influenced the Concert to a significant, and often overlooked extent, and draws lessons from its operation for understanding the emerging 21st century multipolar system.

year: 2025

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