<p>Diversity in surgery improves patient outcomes, communication, cultural competence, and access to underserved communities. Despite pipeline efforts, Black and Latino trainees remain significantly underrepresented in surgical specialties, with disparities rooted in unequal access to mentorship, research, financial resources, and recruitment opportunities. Barriers begin early, as women, URiM, and low-income students are less likely to sustain interest in surgery during medical school. This review synthesizes strategies to improve URiM recruitment across three stages: building early interest, supporting applicants through the residency process, and implementing equitable selection practices. Early exposure programs, longitudinal pipeline initiatives, and student-led affinity organizations help cultivate interest and belonging. Mentorship, particularly structured and near-peer models, remains central to retention and recruitment. Funded visiting clerkships have demonstrated measurable success in increasing interview and match rates without lowering academic standards. Professional societies and specialty-specific organizations provide additional mentorship and sponsorship, though they cannot replace institutional commitment. At the selection stage, holistic review frameworks, hybrid interviews, and post-interview engagement efforts show promise in reducing overreliance on standardized metrics and improving equity. However, preference signaling and second-look events require careful monitoring to avoid unintended inequities. Progress remains uneven due to resource variability, limited accountability, and predominantly observational evidence. Sustainable advancement will require standardized holistic review, expanded financial support, structured mentorship, transparent reporting, and integration of equity metrics into accreditation processes. Intentional, multifaceted strategies are essential to recruit and retain a diverse surgical workforce.</p>