title: The Effect of Low Dose Alcohol on Simulated Driving and Cognitive Performance

authors: Beard, Paula Joanne

subjects: Alcohol

abstract: The current study investigated the effect of alcohol on simulated driving and cognitive performance across multiple blood alcohol levels (0.00, 0.02, 0.05 & 0.08%).  The main objective was examine if the effect of alcohol was dose and task dependent and whether there was a mismatch in the development of acute tolerance across subjective and objective measures.  Thirty participants (male & female) completed a simulated drive that comprised a rural highway which was divided into low and high traffic segments.  In the driving scenario, a range of measures including speed maintenance, sign detection and hazard reaction were collected.  Participants also completed a computer administered continuous performance test, a subjective measure of intoxication and had their breath alcohol level recorded.  The experiment included a pre-alcohol, intoxicated and two post alcohol recovery conditions in which the measures were repeated at the same time intervals.  Results showed no significant impairments in accelerator or brake reaction time but there was a significant increase in the number of crashes which increased in a dose dependent manner.  There were no significant impairments in the sign detection task but traffic density was found to impair driving performance particularly in the heavy traffic segments.   A significant Group*Density*Road interaction was also found, where the 0.05% group had a higher maximum speed on Road 4 than on Road 3 in the heavy traffic (70km/h) zone.  There were no significant findings for the development of acute tolerance.

text: The Effect of Low Dose Alcohol on Simulated Driving and Cognitive Performance The current study investigated the effect of alcohol on simulated driving and cognitive performance across multiple blood alcohol levels (0.00, 0.02, 0.05 & 0.08%).  The main objective was examine if the effect of alcohol was dose and task dependent and whether there was a mismatch in the development of acute tolerance across subjective and objective measures.  Thirty participants (male & female) completed a simulated drive that comprised a rural highway which was divided into low and high traffic segments.  In the driving scenario, a range of measures including speed maintenance, sign detection and hazard reaction were collected.  Participants also completed a computer administered continuous performance test, a subjective measure of intoxication and had their breath alcohol level recorded.  The experiment included a pre-alcohol, intoxicated and two post alcohol recovery conditions in which the measures were repeated at the same time intervals.  Results showed no significant impairments in accelerator or brake reaction time but there was a significant increase in the number of crashes which increased in a dose dependent manner.  There were no significant impairments in the sign detection task but traffic density was found to impair driving performance particularly in the heavy traffic segments.   A significant Group*Density*Road interaction was also found, where the 0.05% group had a higher maximum speed on Road 4 than on Road 3 in the heavy traffic (70km/h) zone.  There were no significant findings for the development of acute tolerance.

year: 2012

title: Do socio-cultural issues matter? A qualitative psychological study of Chinese criminals in Aotearoa/New Zealand

authors: Feng, Qiu Yue

subjects: language barriers

abstract: Acculturation literature on Chinese immigrants and international students indicates that low language proficiency, over-emphasis on losing face and the consequent acculturative stress, may hinder the development of both language skills and socializing competence and lead to psychological and behavioural dysfunction. Contemporary research into the socio-cultural issues of immigrant prisoners, particularly Chinese prisoners, is sparse in New Zealand. Thus, some baseline information on the existence of socio-cultural issues and their related acculturative stress of this group of individuals is needed. The purpose of this study was to find out whether the socio-cultural issues, particularly language barriers, social isolation, anti-social peer pressure and acculturative stress were present among these Chinese prisoners prior to their offending. In addition, the researcher intended to discuss the possible links between these sociocultural issues and the participants’ offending in New Zealand society. The individual interviews of 13 Chinese inmates, or 13% of the total Chinese population in New Zealand prisons were conducted with the support of the Department of Corrections. The data suggested that low language proficiency and face-protection-oriented voluntary separation from the host society and the resulting social isolation and anti-social peer influence were major issues for most of these individuals. Many of them expressed very negative emotions or mistrust towards others and meaningless life experience with little support both from their family and the host society. Consequent depression and anxiety just before their offending were evident in the responses, particularly from some female prisoners. As a result, it is suggested that the socio-cultural issues that the participants in this study had encountered, may have contributed to their undermined psychological well-being and behavioural dysfunction and contributed to the resultant criminal action.

text: Do socio-cultural issues matter? A qualitative psychological study of Chinese criminals in Aotearoa/New Zealand Acculturation literature on Chinese immigrants and international students indicates that low language proficiency, over-emphasis on losing face and the consequent acculturative stress, may hinder the development of both language skills and socializing competence and lead to psychological and behavioural dysfunction. Contemporary research into the socio-cultural issues of immigrant prisoners, particularly Chinese prisoners, is sparse in New Zealand. Thus, some baseline information on the existence of socio-cultural issues and their related acculturative stress of this group of individuals is needed. The purpose of this study was to find out whether the socio-cultural issues, particularly language barriers, social isolation, anti-social peer pressure and acculturative stress were present among these Chinese prisoners prior to their offending. In addition, the researcher intended to discuss the possible links between these sociocultural issues and the participants’ offending in New Zealand society. The individual interviews of 13 Chinese inmates, or 13% of the total Chinese population in New Zealand prisons were conducted with the support of the Department of Corrections. The data suggested that low language proficiency and face-protection-oriented voluntary separation from the host society and the resulting social isolation and anti-social peer influence were major issues for most of these individuals. Many of them expressed very negative emotions or mistrust towards others and meaningless life experience with little support both from their family and the host society. Consequent depression and anxiety just before their offending were evident in the responses, particularly from some female prisoners. As a result, it is suggested that the socio-cultural issues that the participants in this study had encountered, may have contributed to their undermined psychological well-being and behavioural dysfunction and contributed to the resultant criminal action.

year: 2011

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