Given calls to diversify the teaching workforce, this review examines research on retention and turnover of teachers of color, focusing on new teachers because they leave at disproportionately high rates. Reviewing 70 studies, the authors found that (a) recent national studies identify turnover rates for teachers of color are now higher than those for White teachers; (b) policy-amenable school-level conditions related to financial, human, social, and cultural capital can affect retention; (c) teachers of color are more likely than Whites to work and remain in “hard-to-staff” urban schools with high proportions of students from low-income and nondominant racial and cultural communities; and (d) factors affecting the retention of teachers of color can contribute to staffing urban schools with quality teachers, including teachers’ humanistic commitments, innovative approaches in the professional preparation of teachers of color, and the presence of multicultural capital in schools.

This article reports on a study of teachers at one reforming high school. Though it is not their task to debate No Child Left Behind (NCLB), the authors locate their investigation inside the current policy context to which NCLB is attached. Specifically, they present their analysis through the organizational behavior lens of threat rigidity to discuss the ways that current federal and state policy contexts influence schools and how those affected schools in turn adopt corresponding reforms that influence teachers' work. The analysis demonstrates that on both levels, such influence occurs in similar ways: by centralizing and restricting the flow of information, by constricting control, by emphasizing routinized and simplified instructional/assessment practices, and by applying strong pressure for school personnel to conform.