The ability of a leader to inspire change in their followers is one of the transformational leadership strengths. This type of leader is usually enthusiastic about their vision and mission and can inspire people to work together to achieve common goals. Transformational leaders are often creative and imaginative, which allows them to produce new ideas and problem-solving ways. Furthermore, these leaders often possess good interpersonal abilities, allowing them to establish bonds and trust with their followers. (Strengths & Weaknesses Of Transformational Leadership, n.d.)

Transformational leadership, first proposed by political scientist James MacGregor Burns, necessitates a motivational management approach, with employees feeding off your example and personality. It contrasts sharply with transactional leadership, which focuses on supervision, performance, and organization, using discipline and incentives to drive performance. Transactional leaders are also more concerned with day-to-day operations than with strategically guiding their organization to a higher market position in the long term. (Maria,2019, paras 5-6).

Any kind of leadership aims to inspire employees to go above and beyond the call of duty. Transformational leaders influence others' values and attitudes, whereas transactional leaders do it by administering rewards and punishments. It takes a unique kind of individual to present an inspiring future vision.

Recognizing the nature of a problem is the first step toward solving it. Diversity hurdles in the workplace should therefore be first acknowledged and appreciated. Different workers tend to maintain variations in physical, generational, ideological, cultural, and personality concerns. Recognizing such disparities allows the management to determine the best way to take without negatively impacting the impacted employees. (Aisha,2016, para.2).

The following strategy has been designed to address the difficulties encountered by the organization's employees:

1. Encourage your workers to participate in the diversity initiative:Every organization's personnel must be empowered and motivated to help develop a more welcoming environment. Typically, diversity and inclusion are perceived as "all words" and "no action," resulting in diversity fatigue.

Nonetheless, your employees can mitigate this impact by understanding the functional duties that should be performed. Only when administrators provide scope for them to design and implement any of their plans will they be able to help enhance workplace diversity. Some of the most effective ways to empower your workforce are listed below:

Creating an Employee Resource Group or panels to organize workplace diversity-related activities and events.

Motivating your employees to become advocates for workplace diversity.

Assisting with suggestions for managing diversity and inclusive meetings

Welcoming input for more exciting, inventive, and engaging diversity and inclusion exercises.

Educating employees who were initially hesitant to work with specific groups of people, such as people with disabilities or any other gender prejudice. (Diversity Fatigue: 5 Tips To Overcome At The Workplace, n.d.).

1. Prioritize communication:Ensure that all employees are aware of your company's policies, processes, safety requirements, and other relevant information. Make an effort to overcome linguistic and cultural barriers. When feasible, have critical materials, such as safety information, translated. On warning signs, use graphics and symbols so that everyone understands. (Chris, 2010, para.3).

1. Treat employees like individuals: By avoiding both positive and negative stereotypes. Make no assumptions about personnel from various groups. Individual triumphs and failings should be evaluated. When employees exhibit prejudices or stereotypes, respond quickly and strongly. Remind them of your anti-discrimination policies. Encourage employees to view co-workers as people and to evaluate them based on their job rather than on personal factors.(Chris, 2010, para.4).

1. Make judgments based on objective criteria: Expect all employees, regardless of background, to fulfill required standards and perform to the best of their abilities. Don't apply different standards to various groups. Make no excuses or enable staff to make justifications for their faults. All employment actions, including discipline, should be based on precise, performance-related criteria. When dealing with employees, always keep work-related issues in mind rather than personal ones. (Chris, 2010, para.6).

1. Be open-minded: Notice, and encourage employees to recognize, that one's own experience, background, and culture are not the only ones that contribute to the organization's success. Set a good example by creating relationships with colleagues from different backgrounds than yours. Look for ways to include various perspectives and talents in organizational goals-achieving initiatives. (Chris, 2010, para.7).

1. Maintaining Fairness: Fairness is critical, especially when dealing with many concerns among multiple individuals in the workplace. Equality and fairness in how the manager responds to workplace issues determine whether or not team members will remain cohesive. Careful consideration of every matter, as well as the use of empathy and emotional intelligence, helps to ensure that all workers feel properly handled. (Aisha, 2016, para.3).

1. Have the proper policy in place: Some of the diversity challenges that workplaces face can be effectively addressed by ensuring that the workplace has an appropriate workplace diversity policy. An ideal policy would focus on pertinent issues such as the type and composition of the workplace in order to encourage worker diversity. A rule of thumb when creating such a policy is to bring everyone on board, including the individual workers, to help ensure inclusiveness. (Aisha, 2016, para.4).

Implementation Plan: Explain how you will role out your procedure. Be clear about how you will communicate your plan to the organization, who will be involved and why. Provide a clear timeline for completing the new process