The aim of this study was to understand the factors that impact the recruitment and retention of scientists that identify as Black, Indigenous or as People of Color (BIPOC). A total of 47 BIPOC participants who are currently working or have worked in the field of marine science were recruited using a non-probability snowball sampling method to participate in semi-structured interviews which were analyzed using Astin's Input-Environment-Output framework and Social Cognitive Career Theory. Several interventions which have been put in place to address the systemic issues that have led to the exclusion of certain groups including BIPOC-focused programs, research experiences and mentorship were identified as having positive impacts on the cognitive-personal outcomes of sense of belonging (feeling of acceptance within a group), science identity (the self-categorization of one's self as a 'science person') and self-efficacy (belief in one's ability to succeed). Several factors including discrimination, lack of allyship and negative research or mentorship experiences were identified as factors that greatly reduce these cognitive-personal outcomes. In addition, all three interviewees who left the field of marine science mentioned research experiences where they felt unsupported as a contributing factor to them leaving the field. This study serves to exemplify that systemic issues that have been observed in other STEM fields exist in the ocean science field as well. The study uses a novel framework to present and analyze trends in the experiences of BIPOC ocean scientists around the world.