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Minority representation in natural resources is already challenging due to complex cultural and demographic issues. However, recent changes to federal hiring regulations have further obstructed underrepresented students from entering into federally classified "mission critical" career paths. We recently conducted a series of workshops comprised of academic, agency, and non-profit stakeholders to 1) identify disconnects in federal minority recruitment and retention in natural resources, 2) develop action items and strategies to address those disconnects, and 3) identify areas that need further assessment. Challenges in recruitment were identified as early as K-12, likely resulting from declining experiential activities and funding for natural sciences, lack of parental support for agricultural and natural resource career paths, and poor tracking and mentoring for children who do show interest in those areas. Furthermore, early career counseling and poor understanding about mission critical career path options is likely misguiding students to enter into schools and programs that do not meet Office of Personnel Management curriculum requirements for those positions. In addition, confusion due to recent changes in the federal employment process and internship programs, such as Pathways, has contributed to a dramatic decline in minority recruitment numbers. This is compounded by waning agency/university relationships, resulting in poor internship participation, student career tracking, and ultimately lower numbers in the federal workforce. Students meet additional challenges when they find that educational funding opportunities tend to focus on high academic achievement, and that the nationally competitive federal employment system is somewhat inflexible to cultural and demographic differences. We were able to assign achievable action items to resolve clearly evident disconnects, and we continue to work on long-term strategies for other, more difficult challenges. However, further assessment is needed for some areas.