The UK has seen a progressive and steady diversification of its workforce, driven by significant migration flows, particularly from Central and Eastern Europe (CEE). Upon entering the UK labour market, CEE migrants have faced discrimination, social injustice, below-average pay, job instability, and poor control over working conditions. To address these challenges, it is proposed to introduce a psychological case based on trust and empowerment of minorities, alongside the existing business and fairness cases, to reframe diversity management in the workplace. The implementation of the psychological case allowed to reshape existing diversity practices within the business context, suggesting ways to alleviate issues of precariousness, inequality, and lack of control for CEE migrants in UK companies. The use of a psychological case as a third perspective to address diversity extends the theoretical discourse on diversity management at work and offers new insights for companies seeking to optimise how they manage their diverse workforce by adopting a new approach.