The recruitment and retention of a strong and diverse workforce requires novel approaches that disrupt current systems and organizational structures. Recent research advances the collective understanding of how these novel approaches influence people of color throughout the career continuum. When attracting students into the profession, two recent studies, one by Curci and colleagues (2023) and one conducted by Witmer and Wimer (2021), examined grow-your-own programs and the importance of expanding the educator pipeline through dual enrollment programs focused on students from racially marginalized and minoritized backgrounds. Attracting diverse teachers into the profession is as equally important as addressing barriers that contribute to attrition. When retaining teachers of color, Mahatmya and colleagues (2022) studied the connection between race-based stressors and burnout for Black, Indigenous, and People of Color (BIPOC) women K-12 educators. This study found successful retention required addressing race-based stressors, fostering an inclusive work environment, and implementing best-practices for welcoming school cultures. Kaihoi and colleagues (2022) conducted a study in which they found educators tended to solicit support from same-race and same-gender colleagues and they noted that these same-race and same-gender support systems can reduce burnout and turnover. How will this research influence the development of your policies, programs and practices? This report presents a detailed bibliography of these studies.