Abstract The goal of the US health department is to protect the welfare of all Americans. It also aims at improving their safety. To achieve these noble concerns, the department has employed people from diverse cultural backgrounds. While this strategy has the advantage of providing an opportunity for the department to gain from diverse knowledge bases and talents to aid in achieving its key aims and objectives, cultural diversity creates multiplicity disagreements, which can hinder the department from gaining from the merits of employing culturally diverse employees. This paper identifies cultural diversity disputes as a significant problem that warrants inquiry at the department of health. It holds that while the department’s leaders may have the option of mitigating such clashes by reducing the diversity composition of the department, complying with the concerns of the quality of life and social justice renders such an option inappropriate. The paper proposes the introduction of policies for diversity conflict resolution, the creation of conflict mitigation and resolution committees, and ensuring that the department transforms through the adoption of transformational leadership style. The solutions are expected to fight cultural diversity problems at the US department of health. After discussing the problem of diversity management, the paper selects transformational leadership, with a particular emphasis on the communication aspect, as the best solution to the problem. Introduction The US health department employs people from diverse backgrounds. This recruitment strategy exposes it to the critical challenge of managing its workforce diversity. In this paper, the term diversity refers to the discrepancies that are witnessed in individuals who work in any association. Such differences may involve parameters such as their gender, race, community values, age, sexual affiliation, income levels, work experience, parental status, religious beliefs, ethnicity, religion, and physical abilities among others (Pitts, 2006). Workforce diversity management encompasses the development of an enabling and supportive environment for all people, regardless of their cultural diversity differences, to ensure that they can optimally contribute to the success of US health ministry. Since the goal of diversity management is to align all employees with the department’s vision and objectives, integration of leadership is critical in reducing its negative impacts on the ministry’s performance. Leadership is essential in all organizations that use people to achieve their goals, mission, aims, and objectives. It involves influencing other people to facilitate the achievement of a given goal. Leaders plan, organize, direct, and steer other people towards the attainment of common mutual objectives and goals. Leadership occurs through the interaction of three primary contexts, namely leaders, followers, and the situation that prompts the deployment of leadership skills. Leaders need to possess qualities such as the ability to listen effectively to others, the capacity and willingness to speak in an honest and kind manner, the ability to be approachable, and the capacity to make well thought out decisions. Since listening constitutes a key feature of communication, this paper considers the issue of comm