Racial and ethnic diversity in natural resource careers does not reflect U.S. population trends. To explore potential drivers of underrepresentation in this field, we used a life‐cycle analysis to review 55 scholarly articles to identify barriers and supports influencing career choices (i.e., personal, contextual, self‐efficacy, outcome expectations) across 4 age groups. The number of cited barriers differed significantly among age groups. Personal influences included race or ethnicity, gender, age, and perceptions or predispositions toward nature. The latter was the most cited barrier for youth. Contextual influences included social, familial, structural, and experiential, and varied significantly between age groups. Exposure to nature was the most cited contextual barrier for all groups: 59% for youth, 40% for high school, 43% for college, and 50% for career. Self‐efficacy was emphasized in studies referencing youth, high school, and college age groups, and outcome expectations were only discussed in studies of the career group. After the literature analysis, we reviewed web sites, reports, and conducted personal interviews to explore how 21 federal natural‐resource agency diversity programs address variables influencing minority recruitment. Participating agencies reported challenges recruiting individuals, ensuring funding, and creating welcoming environments for minority participants, many of whom have never experienced remote natural environments or nontraditional careers. Our analysis revealed the need for a modified Framework for Career Influences. The proposed framework combines existing theories on social career choice and minority involvement in natural resource activities, but identifies personal and contextual influences that are important for minority students, as endogenous variables that influence and are influenced by self‐efficacy and outcome expectations. © 2015 The Wildlife Society.
