Trade unions (TUs) play a vital role in the labor market, serving as civil society advocates for workers' rights and employment conditions. While TUs primarily represent employed individuals ("insiders") rather than those seeking employment, their focus on workplace conditions can also benefit marginalized groups (“outsiders”), such as ethnic minorities and people with disabilities (PWDs), who often face disadvantages at work. Research indicates that unionized workplaces are more likely to adopt progressive Diversity, Equity, and Inclusion (DEI) policies. At the workplace level, union representatives (URs) provide support to employees in various ways, particularly in three key areas: recruitment, employment conditions, and handling of conflicts. The level of engagement by URs depends significantly on their connection with the central TU structure and the training they receive for their role. This highlights the interconnected nature of TUs' influence at the national level and the actions of URs in day-to-day operations. As a manager, you can take a proactive approach by fostering a collaborative relationship with URs. Doing so can help create a more inclusive workplace.