The overall goal of this study was to understand the motivating and organizational barriers that contribute to the turnover of Black, Indigenous, and student affairs professionals of color at predominantly White institutions of higher education. This problem of practice employed a qualitative approach using semi-structured interviews of Black, Indigenous, and people of color, student affairs professionals (BIPOC-SAPs) who worked at the study site. Nine key themes emerged: (1) BIPOC-SAPs have high job related intrinsic and extrinsic value, (2) underrepresentation of BIPOC-SAPs contribute to employees experiencing a lack of sense of belonging, (3) invisible and unrecognized labor contributes to BIPOC-SAPs burnout and work stressors, (4) BIPOC-SAPs experience some forms of bias, microaggressions, discrimination, and racism during their tenure, (5) BIPOC-SAPs feel confident addressing work related challenges, (6) BIPOC employees are not receiving proper onboarding which creates frustration when trying to learn their jobs and the organization's culture, (7) supervisors lack of support, (8) lack of professional development and career advancement opportunities, and (9) salary impacts turnover. Results from this study add to the limited research conducted on the experiences of BIPOC student affairs professionals who work in predominantly White institutions of higher education. Recommendations were made to close the retention gap of BIPOC student affairs professionals. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]