Summary: With the current demographic shift in the overall workforce, organizations are feeling the effects of a higher percentage of baby boomers leaving retired and a high percentage of new Millennials. The words used to describe millennial employees, “spoiled, trophy brats, ambitious,” seem as eternal as the constructive and negative perspectives attached to them. Many may debate the right of these employees within an organization, how these employees can be trained and managed to better fit the organization, the positive and negative attributes they bring to the workplace , and how the above can benefit or derail an organization's effectiveness. organization. However, a more difficult debate arises when it is denied that organizations must adapt and integrate these employees into the labor market. Analysis: Diversity is a constantly changing condition caused by "race, ethnicity, gender, sexual orientation, class, disabilities, culture and cultural characteristics." Recent issues between older and millennial employees across the department are due to these changing constants accompanied by changes in “global work demographics.” While the focus may be on issues that arise between older employees and millennial employees, greater efforts should be made to acquire cultural competency. Building a foundation of cultural competency for ministry employees will benefit not only the employee, but also the people we serve. Formulating this basis will be transitional, or even help guide other departments in the organization as similar issues arise. In order for our organization to resolve the issues that arise with our employees, those issues must be resolved...... middle of paper... ...and as they arise. These training courses will be administered online and must be applied to everyone in the department. Some people may not have the ability or may not be familiar with using computers in which the human resources department must adjust accordingly to ensure that they complete the training. Six months after the initial training, human resources must question employees on their perception of the results of the initiative. As indicated previously, this initiative must be continued in order to benefit current and future employees. This translates to the current and future success of the organization if the initiative is administered correctly. We must rely on the development of a base of cultural skills for managers and their millennial employees. The desired end result is to achieve cultural competence throughout the organization..