title: The two-way relationship between international migration and institutional quality in the migration and development nexus

authors: Tran, Ngoc Thi Minh

subjects: International migration

abstract: The two-way relationship between international migration and institutional quality is at the core of migration and development interconnections. Migration decisions are shaped by various types of institutions, and subsequently alter the quality of institutions in both home and host countries. This thesis empirically examines the two-way relationship between international migration and institutional quality at the country and cross-country levels. Three studies on the return decisions and intentions of Vietnamese migrants are presented, which elucidate the role of institutional quality in explaining migration. Subsequently, a panel analysis that involves across-country-and-time comparisons is presented that investigates the development role of migration in improving institutional quality in home countries.
 
In the first study, binary and multinomial regression models are fitted to identify the determinants of Vietnamese return migrants’ location choices when registering for permanent residency back in their home country. The analysis reveals that institutional quality at the local level has a positive role in these migration decisions. Moreover, the revealed effect differs with the characteristics of migrants: regions with better institutional quality are more attractive both to younger return migrants and to those who have returned from host countries with better institutional quality.
 
The second study uses data from a web-based survey conducted in OECD countries in 2016 to examine determinants of the intentions to repatriate among Vietnamese migrants. Logistic regression results suggest that Vietnamese migrants who attach greater importance to the institutional quality in Viet Nam are less likely to have the intention to return than others. However, there is considerable heterogeneity by gender. The concern about institutional quality in Viet Nam is only statistically significant for males.
 
The third study attempts to measure the implicit monetary value of institutional quality, elicited via the return migration channel using the contingent valuation method. More specifically, this study estimates the willingness to pay for an improvement in institutional quality in Viet Nam. Based on survey data on Vietnamese migrants living in New Zealand collected in 2016, the estimated willingness to pay for a one-unit improvement on a scale of institutional quality is, on average, NZD 79.80 per week, and positively associated with the respondents’ age and the importance of institutional quality in Viet Nam to their repatriation intentions.
 
The fourth study investigates the influence of diasporas in OECD countries on institutional quality in home countries. Particularly, the heterogeneity of diasporas is taken into account, in terms of their distribution across host countries and duration-of-stay. A modified measure of diaspora size, namely institutional-quality-adjusted immigrant stocks, is developed to allow for variations in institutional quality between host countries. Duration-of-stay in the host country is utilized as an indicator of the strength of interaction with home countries. Cross-sectional and panel analyses find a significant positive impact of diasporas in OECD countries on institutional quality in home countries. Remarkably, the diffusion of advanced institutions from developed host countries to home countries through the international migration channel is stronger with diasporas characterized by shorter duration-of-stay.
 
In general, the empirical findings of this thesis underscore the important role of good institutional quality in governing migration for development.

text: The two-way relationship between international migration and institutional quality in the migration and development nexus The two-way relationship between international migration and institutional quality is at the core of migration and development interconnections. Migration decisions are shaped by various types of institutions, and subsequently alter the quality of institutions in both home and host countries. This thesis empirically examines the two-way relationship between international migration and institutional quality at the country and cross-country levels. Three studies on the return decisions and intentions of Vietnamese migrants are presented, which elucidate the role of institutional quality in explaining migration. Subsequently, a panel analysis that involves across-country-and-time comparisons is presented that investigates the development role of migration in improving institutional quality in home countries.
 
In the first study, binary and multinomial regression models are fitted to identify the determinants of Vietnamese return migrants’ location choices when registering for permanent residency back in their home country. The analysis reveals that institutional quality at the local level has a positive role in these migration decisions. Moreover, the revealed effect differs with the characteristics of migrants: regions with better institutional quality are more attractive both to younger return migrants and to those who have returned from host countries with better institutional quality.
 
The second study uses data from a web-based survey conducted in OECD countries in 2016 to examine determinants of the intentions to repatriate among Vietnamese migrants. Logistic regression results suggest that Vietnamese migrants who attach greater importance to the institutional quality in Viet Nam are less likely to have the intention to return than others. However, there is considerable heterogeneity by gender. The concern about institutional quality in Viet Nam is only statistically significant for males.
 
The third study attempts to measure the implicit monetary value of institutional quality, elicited via the return migration channel using the contingent valuation method. More specifically, this study estimates the willingness to pay for an improvement in institutional quality in Viet Nam. Based on survey data on Vietnamese migrants living in New Zealand collected in 2016, the estimated willingness to pay for a one-unit improvement on a scale of institutional quality is, on average, NZD 79.80 per week, and positively associated with the respondents’ age and the importance of institutional quality in Viet Nam to their repatriation intentions.
 
The fourth study investigates the influence of diasporas in OECD countries on institutional quality in home countries. Particularly, the heterogeneity of diasporas is taken into account, in terms of their distribution across host countries and duration-of-stay. A modified measure of diaspora size, namely institutional-quality-adjusted immigrant stocks, is developed to allow for variations in institutional quality between host countries. Duration-of-stay in the host country is utilized as an indicator of the strength of interaction with home countries. Cross-sectional and panel analyses find a significant positive impact of diasporas in OECD countries on institutional quality in home countries. Remarkably, the diffusion of advanced institutions from developed host countries to home countries through the international migration channel is stronger with diasporas characterized by shorter duration-of-stay.
 
In general, the empirical findings of this thesis underscore the important role of good institutional quality in governing migration for development.

year: 2018

title: Modeling the effects of aerial temperature and exposure period on intertidal mudflat profiles

authors: Nguyen, Hieu M.

abstract: This research demonstrates how the effect of exposure to air on intertidal flat profile development in cohesive coastal environments can be incorporated into applied numerical modelling. Semi-empirical relationships were used to include the sediment stabilizing effects of exposure on changes to the erosion threshold (Ƭcr; N m−2) and erosion rate (ER; g m−2 s−1) during low tide, which also consider the effect of air temperature, T (°C) and exposure duration, D (h). The relationships were based on fundamental forms of the theoretical relationship between water content and evaporation rate, and were fitted to empirical data. Changes were incorporated into the Delft3D model, and scenarios monitored bed level profile development over an annual time scale with different T, sediment stabilizing biofilm biomass (using Chl-a content as a proxy), initial bed composition (mud/sand percentage), and spring and neap tides (regulating current velocity and exposure duration). Model results indicated that the stabilizing effect of exposure will lead to a more flat-topped shape of intertidal mudflats, implying that bed level changes caused by exposure occur lower on intertidal flats compared to runs with no exposure. Higher air temperatures had a greater effect on bed level change, with the maximum accretion of up to 0.039 m (290% higher) occurring in the case of 40 °C compared with the case of no exposure effect with 0.01 m of accretion. Research findings can contribute to understanding of how intertidal flats evolve and is critical to predicting the resilience of these habitats to sea-level rise and warming temperatures.

text: Modeling the effects of aerial temperature and exposure period on intertidal mudflat profiles This research demonstrates how the effect of exposure to air on intertidal flat profile development in cohesive coastal environments can be incorporated into applied numerical modelling. Semi-empirical relationships were used to include the sediment stabilizing effects of exposure on changes to the erosion threshold (Ƭcr; N m−2) and erosion rate (ER; g m−2 s−1) during low tide, which also consider the effect of air temperature, T (°C) and exposure duration, D (h). The relationships were based on fundamental forms of the theoretical relationship between water content and evaporation rate, and were fitted to empirical data. Changes were incorporated into the Delft3D model, and scenarios monitored bed level profile development over an annual time scale with different T, sediment stabilizing biofilm biomass (using Chl-a content as a proxy), initial bed composition (mud/sand percentage), and spring and neap tides (regulating current velocity and exposure duration). Model results indicated that the stabilizing effect of exposure will lead to a more flat-topped shape of intertidal mudflats, implying that bed level changes caused by exposure occur lower on intertidal flats compared to runs with no exposure. Higher air temperatures had a greater effect on bed level change, with the maximum accretion of up to 0.039 m (290% higher) occurring in the case of 40 °C compared with the case of no exposure effect with 0.01 m of accretion. Research findings can contribute to understanding of how intertidal flats evolve and is critical to predicting the resilience of these habitats to sea-level rise and warming temperatures.

year: 2022-08-01

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