title: Detection, Desire and Contamination: The Strange Case of Sherlock Holmes

authors: Laven, Eleni

subjects: Sherlock Holmes

abstract: Arthur Conan Doyle’s famous creation, Sherlock Holmes, is often viewed as a fictional embodiment of justice and order in nineteenth-century Britain, a fantasy of epistemological mastery precisely calibrated against the social flux and uncertainty of the fin-de-siècle. Holmes solves perplexing crimes through logic and reason, and affirms a positivist conservative ideology that upholds the status quo. This thesis will challenge this comforting reading of Holmes by arguing, firstly, that he is in fact a highly ambivalent figure - morally problematic, culturally marginalised and sexually ambiguous. Secondly, it will demonstrate how Holmes should be situated within the context of various historical and contemporary discourses, including inquisitorial modes of punishment and surveillance, the discourse of atavism, contemporary anxieties about degeneracy in the upper classes and the cultural problematics of bachelorhood and bohemia in Victorian society. Finally, it will trace a continuum in which Holmes, as an archetype in a discourse of detection extending back to the work of earlier writers such as Edgar Allan Poe, sets the pattern for the legion of brilliant, eccentric and ambiguous detectives who have followed in his wake. Understood in terms of this genealogy, the detective’s characteristic flaws, traits, eccentricities and methodologies can be seen to have a specific relation to their historical moment: indeed, part of the lingering appeal of the eccentric detective lies in the fit between their eccentricities, the nature of the crimes they solve, and their ability to restore order. This thesis will demonstrate the fit in the case of Sherlock Holmes, but will also demonstrate that he is more ambiguous, ambivalent and even subversive than his consoling conservative appeal might suggest.

text: Detection, Desire and Contamination: The Strange Case of Sherlock Holmes Arthur Conan Doyle’s famous creation, Sherlock Holmes, is often viewed as a fictional embodiment of justice and order in nineteenth-century Britain, a fantasy of epistemological mastery precisely calibrated against the social flux and uncertainty of the fin-de-siècle. Holmes solves perplexing crimes through logic and reason, and affirms a positivist conservative ideology that upholds the status quo. This thesis will challenge this comforting reading of Holmes by arguing, firstly, that he is in fact a highly ambivalent figure - morally problematic, culturally marginalised and sexually ambiguous. Secondly, it will demonstrate how Holmes should be situated within the context of various historical and contemporary discourses, including inquisitorial modes of punishment and surveillance, the discourse of atavism, contemporary anxieties about degeneracy in the upper classes and the cultural problematics of bachelorhood and bohemia in Victorian society. Finally, it will trace a continuum in which Holmes, as an archetype in a discourse of detection extending back to the work of earlier writers such as Edgar Allan Poe, sets the pattern for the legion of brilliant, eccentric and ambiguous detectives who have followed in his wake. Understood in terms of this genealogy, the detective’s characteristic flaws, traits, eccentricities and methodologies can be seen to have a specific relation to their historical moment: indeed, part of the lingering appeal of the eccentric detective lies in the fit between their eccentricities, the nature of the crimes they solve, and their ability to restore order. This thesis will demonstrate the fit in the case of Sherlock Holmes, but will also demonstrate that he is more ambiguous, ambivalent and even subversive than his consoling conservative appeal might suggest.

year: 2013

title: The impact of individual differences and group diversity on group interaction climate and satisfaction: A test of the effective intercultural workgroup communication theory

authors: Oetzel, John G.

subjects: intercultural teams/workgroups

abstract: This study examined individual- and group-level effects of culture and cultural diversity on group interaction climate and satisfaction. Employees from 41 workgroups completed self-construal, face concern, interaction climate, and satisfaction questionnaires. Though analysis of ethnic diversity indicated that group diversity was positively related to perceptions of interaction climate, and had no association with satisfaction, multi-level analysis indicated that as ethnic diversity of the group increased, members of majority and minority ethnic groups had different perceptions of interaction climate and satisfaction. Results demonstrate the importance of considering individual-level manifestations of culture, group-level diversity, and the multi-level combination for workgroup analysis.

text: The impact of individual differences and group diversity on group interaction climate and satisfaction: A test of the effective intercultural workgroup communication theory This study examined individual- and group-level effects of culture and cultural diversity on group interaction climate and satisfaction. Employees from 41 workgroups completed self-construal, face concern, interaction climate, and satisfaction questionnaires. Though analysis of ethnic diversity indicated that group diversity was positively related to perceptions of interaction climate, and had no association with satisfaction, multi-level analysis indicated that as ethnic diversity of the group increased, members of majority and minority ethnic groups had different perceptions of interaction climate and satisfaction. Results demonstrate the importance of considering individual-level manifestations of culture, group-level diversity, and the multi-level combination for workgroup analysis.

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