Exploring anti-racism within the context of human resource management in the health sector in Aotearoa New Zealand

Compelling evidence continues to demonstrate that racism is a modifiable determinant of health inequities. Despite growing recognition of this, it is less clear from a human resource perspective how 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 antiracism scholarship include upholding te Tiriti o Waitangi and engaging in decolonising to enable transformative change. Power sharing remains at the heart of an 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.