Consent Decree Jurisdiction Scope Merits Injunctions Relief Schieffelin Claim Process Ombudsperson Outside Monitor Training Anti-Discrimination Policies Complaint Database Promotion Exit Interviews Retention Programs Posting Recordkeeping Miscellaneous

Consent Decree

Morgan Stanley > Gender Discrimination > Consent Decree

Links on left correspond to the Consent Decree sections. A few important sections are presented below.

Section 13: Complaint Database

40. Within 60 days of the entry of this Consent Decree, Morgan Stanley shall develop a computer database to record complaints of sex discrimination, including retaliation claims, by women in IED in offices in the United States and Covered Employees working in foreign jurisdictions. The computer database will categorize information related to such complaints by complainants, alleged offending parties, business unit, geographic location, nature of complaint, final determination, and action taken, if any. Information regarding a complaint shall be added to the database no later than five days after the complaint is received, and information regarding the final determination and action taken, if any, shall be added within five days thereof.

41. Every six month, the Ombudsperson shall produce a report from the database on complaints received, with particular focus on patterns of complaints, if any. The report shall be provided to the head of IED and the management of any business unit in which a pattern of complaints has been identified, and the Ombudsperson shall meet with them to discuss the report and any concerns of Covered Employees related to the work environment in IED.

Section 14: Promotion and Compensation Analysis

42. Each year during the term of this Consent Decree, Morgan Stanley shall conduct a comparative analysis of the promotion and compensation of Covered Employees and males in the same positions. The analysis shall be provided to the head of the IED and the management of the business units to apprize them of the differences, if any, in compensation and promotion rates on the basis of sex, and the Ombudsperson shall meet with them to discuss the analysis and any concerns of women regarding the fairness of the promotion and compensation process.

Section 15: Exit Interviews

43. Morgan Stanley shall conduct exit interviews of women in offices in the United States and of Covered Employees in foreign offices who voluntarily leave IED, to determine whether the employee has experienced discrimination on the basis of sex. The responses shall be recorded and retained for the duration of this Consent Decree. If during the exit interview ant employee raises any concern regarding unfair treatment on the basis of sex, her statement should be recorded in the Complaint Database described in Section 13.

Section 16: Programs to Address the Retention and promotion of Women in IED

44. Morgan Stanley shall expand program to identify high potential female employees in IED and to assist them on acquiring the experience the skills for career advancement. As part of the program, the Ombudsperson shall meet at least once a year with HR and the relevant senior IED Managers to review the performance of such women with the goal of increasing their retention and prospects for promotion.

45. Morgan Stanley shall provide mentoring for any Covered Employee who wishes to participate in its mentoring program. The program shall pair a Covered Employee with a senior professional or manager in IED to provide sustained career guidance and support, and thereby to enhance the Coveted Employee's prospect for success at Morgan Stanley.

46. The Ombudsperson shall issue an annual report to the Monitor regarding these initiatives.