Heke, DCame, HBirk, MGambrell, K2022-03-222022-03-222022-03-162022-03-16International Journal of Critical Indigenous Studies, 14(2), 114-132. https://doi.org/10.5204/21001837-0144https://hdl.handle.net/10292/15016Compelling evidence continues to demonstrate that racism is a modifiable determinant of health inequities. Despite growing recognition of this it is less clear how from a human resource perspective to engage in effective anti-racism. Through a review of human resource and anti-racism literature, the white, Indigenous and racialised authors examined existing approaches to anti-racism applicable to the health system in Aotearoa. Two systemic organisational approaches were identified: diversity training and dismantling institutional racism. Recruitment processes, talent management and retention were human resource specific sites for interventions. Insights from anti-racism scholarship including upholding te Tiriti o Waitangi and engaging in decolonising to enable transformative change. Power-sharing remains at the heart of anti-racism praxis. A health sector response needs to be co-created with Māori and those with the political will to enable transformation. Given racism has a geographic specificity, solutions need to be informed by the cultural, political, social, and historical context.(C) The Authors, 2021. This work is licensed under a Creative Commons Attribution 4.0 International (CC BY 4.0).Anti-racism praxis; Human resource development; Indigenous; health; Te Tiriti o Waitangi; DecolonisationJournal ArticleOpenAccess10.5204/2100