Women, as well as African Americans, Hispanic Americans and Native Americans are represented in the information technology (IT) workforce in percentages that are far lower than their percentages in the population as a whole. While recruiting efforts are crucial for increasing the participation of women and minorities, it is equally important that we retain those already in the IT workforce. Here we present an assessment of the relevant literature addressing retention issues for women and minorities. Some issues that arise from this literature can be applied directly to changes that must take place in the IT workplace such as; the development of gender/race/ethnic appropriate mentors, sponsors or role models in the work environment, the development of involvement of the family and/or community in support of the work environment, the development of a nurturing work environment to offset internalized out-group status, the development of a truly multicultural work environment that values gender/race/ethnic differences, the development of recognition of and assistance with stress from financial issues and social/family obligations, and the eradication of institutional practices that marginalize women and minorities. There is a need to deepen our understanding of retention issues for women and minorities in order to inform intervention strategies. This work addresses this need by providing an in-depth examination of factors affecting attraction, development and especially retention of minorities and women in IS.