Membership Directory - Individual
Wallace Wang
RGA Reinsurance Company
About
Bio: As a seasoned Diversity, Equity and Inclusion professional from HR business partner background, Wallace Wang is committed to developing cultures that ensure equitable opportunities for all people. He leads efforts to create a workplace where people of all identities and backgrounds can bring who they are to a place they belong. Most notably, Wallace spearheaded efforts with senior business leaders via an outcome driven approach and was recognized in the Global Diversity List as Senior Executive in 2023 and Top 20 Diversity Professional in Industry in 2021.
Wallace’s work is underpinned by his all-around HR background and grounded in his belief in the fundamental dignity and value of every person. He has spent much of his career leading inclusion through Talent Management as well as Organizational Development across international cultures. Prior to RGA, he worked for Barclays, Maersk, Wells Fargo Bank, HSBC, Ernst & Young, ICBC and Heineken in London,Copenhagen,Hong Kong, Australia and China focusing on inclusion, talent, coaching, and belonging strategies.
Wallace is a certified Executive Coach, a practitioner of Neuroscience Leadership and holds additional accreditations of Hogan and SHL OPQ in people assessment and development, and is an accredited facilitator and trainer with Ken Blanchard, Ariel Group and Corporate Education Group.
Wallace received his master’s degree of Human Resources Management from the University of Sydney, a Psychology of Leadership certificate from the Cornell University, and a bachelor’s degree of English Literature from the Shanghai University.
Wallace’s work is underpinned by his all-around HR background and grounded in his belief in the fundamental dignity and value of every person. He has spent much of his career leading inclusion through Talent Management as well as Organizational Development across international cultures. Prior to RGA, he worked for Barclays, Maersk, Wells Fargo Bank, HSBC, Ernst & Young, ICBC and Heineken in London,Copenhagen,Hong Kong, Australia and China focusing on inclusion, talent, coaching, and belonging strategies.
Wallace is a certified Executive Coach, a practitioner of Neuroscience Leadership and holds additional accreditations of Hogan and SHL OPQ in people assessment and development, and is an accredited facilitator and trainer with Ken Blanchard, Ariel Group and Corporate Education Group.
Wallace received his master’s degree of Human Resources Management from the University of Sydney, a Psychology of Leadership certificate from the Cornell University, and a bachelor’s degree of English Literature from the Shanghai University.
Wallace played a pivotal role in establishing the first-ever global LGBTQ+ Employee Resource Group (ERG) during his tenure at his previous company. This initiative created a platform for LGBTQ+ employees to connect, support one another, and advocate for inclusivity and equality within the organization.
Wallace made significant contributions to shaping an inclusive work environment by contributing to the development of comprehensive policies and language guides specifically tailored for LGBTQ+ employees. These resources were instrumental in fostering a friendly and accepting atmosphere where individuals of diverse sexual orientations and gender identities could thrive.
Leveraging his own personal experiences as an LGBTQ+ individual and his family situation, Wallace actively participated in reviewing and enhancing the benefits provided to LGBTQ+ employees. His insights and advocacy ensured that the organization's benefits package was inclusive and supportive of the unique needs of the LGBTQ+ community.
Wallace demonstrated his strong commitment as an advocate for LGBTQ+ rights by actively engaging in various events and initiatives. He participated in MyGnetwork, a platform dedicated to supporting LGBTQ+ professionals, and also became a member of an LGBT mentoring program, where he provided guidance and support to individuals within the community. Through his involvement, Wallace played a crucial role in fostering a culture of inclusivity and promoting LGBTQ+ visibility within the organization.
Wallace is a passionate advocate for intersectional diversity and inclusion, actively engaging in various employee networks and initiatives. He recognizes the importance of fostering an inclusive work environment that embraces individuals from diverse backgrounds. As a member of the Women's Allies Network, Diverseability and Neurodiverse Network, and Multiculture Network, Wallace actively supports and promotes the voices and experiences of underrepresented groups within the organization.
By participating in the Women's Allies Network, Wallace demonstrates his commitment to gender equality and empowering women in the workplace. He works alongside his colleagues to advocate for equal opportunities, mentorship, and career advancement for women within the organization.
Through his involvement in the Diverseability and Neurodiverse Network, Wallace champions the rights and inclusion of individuals with disabilities and neurodivergent conditions. He actively collaborates with colleagues to create an accessible and accommodating work environment that celebrates the unique strengths and perspectives of these individuals.
As a member of the Multiculture Network, Wallace recognizes the value of cultural diversity and actively promotes the celebration of different cultures within the organization. He supports initiatives that foster cross-cultural understanding, respect, and collaboration among employees from various ethnic backgrounds.
By actively participating in these networks, Wallace showcases his dedication to creating a workplace that embraces and celebrates the diversity of its employees, fostering an inclusive and supportive environment for all.
The financial services industry is often characterized by a relatively conservative culture. This can create barriers for individuals who identify as LGBT+ and may be hesitant to come out at work. Role modeling and allyship are essential in this context as they provide a supportive environment where individuals feel empowered to be their authentic selves. By openly sharing their own experiences and serving as role models, LGBTQ+ professionals can inspire others to embrace their identities and contribute to a more inclusive industry.
People within the financial services industry often look for signals within their organizations and in the wider business community to gauge the level of acceptance towards LGBT+ individuals. When companies demonstrate a commitment to LGBT+ inclusion through visible role models and allyship, it sends a powerful message that diversity and equality are valued. This normalization of the topic helps create a more inclusive work environment and encourages individuals to bring their whole selves to work.
LGBTQ+ role modeling and allyship contribute to the overall advancement of diversity and inclusion in financial services. By actively promoting and supporting LGBTQ+ professionals, organizations can tap into a broader talent pool and benefit from the diverse perspectives and experiences they bring. This, in turn, fosters innovation, enhances decision-making, and ultimately drives business success.
Furthermore, LGBT+ role models and allies can play a crucial role in educating colleagues about LGBT+ issues, dispelling misconceptions, and challenging biases. This helps create a more empathetic and understanding workplace culture where all employees feel valued and respected.
Lastly , The role model urges the overall industry to change and create products that mirror the community and in turn support the LGBTQ+ community.
As a role model, I take immense pride in my journey of coming out and supporting the LGBTQ+ community, particularly within the context of Asian culture where conservative attitudes and social burdens often make it challenging to openly express one's identity. By sharing my own story and embracing my true self, I aim to inspire others facing similar struggles and demonstrate that it is possible to find acceptance and support.
In addition to my personal journey, I have taken on a position within the realm of Diversity, Equity, and Inclusion (DEI). In this role, I have utilized my position of privilege to effect meaningful change and create a more inclusive environment within my organization. I have worked diligently to address barriers and biases that may hinder the progress of the LGBTQ+ community.
In the policy dimension, I have actively contributed to the development and implementation of inclusive policies that protect the rights and well-being of LGBTQ+ employees. These policies ensure equal opportunities, non-discrimination, and provide necessary support structures.
Moreover, I have worked towards enhancing the benefits offered to LGBT+ employees, recognizing the unique challenges they may face. By leveraging my position, I have advocated for comprehensive benefits packages that cater to the specific needs of the community, such as healthcare coverage, gender-affirming support, and mental health resources.
Furthermore, I have focused on fostering an inclusive culture that values diversity and promotes understanding. Through education and awareness initiatives, I have helped to dispel stereotypes, challenge biases, and create spaces where individuals can feel safe and embraced for who they are.
Importantly, I have driven systemic change by collaborating with key stakeholders and advocating for LGBTQ+ inclusion at all levels of the organization. By highlighting the business benefits of diversity and inclusivity, I have encouraged leadership support and commitment to creating a truly inclusive workplace.
Overall, I am proud to have used my own journey and position of privilege to support the LGBTQ+ community, both within my organization and in the broader societal context. Through my efforts in policy, benefits, culture, and systemic change, I have strived to create an environment where all individuals, regardless of their sexual orientation or gender identity, can thrive, feel valued, and contribute to their fullest potential.
I am dedicated to supporting the visibility of the LGBTQ+ community. Here are two reasons why I find this role to be incredibly important:
Inspiring the younger generation: Visibility plays a crucial role in inspiring and empowering younger LGBTQ+ individuals. By openly showcasing my professional journey and success as an LGBTQ+ professional, I aim to provide a source of inspiration and encouragement for those who may be navigating their own paths. It is essential for younger generations to see that they can thrive and succeed in their careers while being true to their authentic selves.
Highlighting the importance of LGBTQ+ inclusion in business: Being a part of Project 1000 allows me to contribute to the broader conversation about LGBTQ+ inclusion in the business world. It emphasizes the significance of this topic and helps unmask individuals from the LGBTQ+ community as human beings with valuable contributions to make. By sharing my experiences and perspectives, I hope to drive the design of more LGBTQ+ community-friendly workplaces and products. This includes advocating for inclusive policies, creating safe and welcoming spaces for LGBTQ+ employees, and promoting products and services that cater to the diverse needs of the community.