In 2010, this financial services firm announced it was serious about accelerating the progress of its female employees. Its Women’s Business Alliance unveiled powerful new initiatives, including sessions that show female vice presidents how to think strategically and design their ideal careers, workshops that help analysts and associates build critical relationships, and breakfast meetings that give female managing and executive directors greater exposure to the management committee. To reenergize its existing women’s network, the firm stocked it with leaders from across all functions and divisions, who are more determined than ever to provide employees with the tools and information they need. Speed-networking events, formal mentoring programs and annual tuition aid of up to $10,000 open many doors.

President & CEO James Gorman

Managing Director, Global HR Management Jeff Brodsky

Women managers/execs 24% 

Women among top earners 18% 

Women hires in 2010 35%

Average weeks of fully paid maternity leave offered 16

Allows new moms to “phase back” into work with reduced hours? Yes

Offers affinity group for new mothers? No

Offers backup childcare? Yes

Employees working flexibly 60%

Morgan Stanley’s age-appropriate parenting kits provide books, CDs, articles and work-life info related to each stage of a kid’s growth.

Moms at this financial services firm are constantly being connected to employee networks that help them maintain work-life balance. Chief among them is the Women's Network, which last year held discussions on life transitions, health and well-being; the Working Parents Network sponsored its own sessions on autism, vaccinations and nursery school. The Women's Business Exchange helps top financial advisors explore career opportunities, and a host of panels, conferences and speaker series with female presidents, CEOs and financial experts get all women talking. But the best network may be the one of more than 2,500 day-care centers that offer backup care for $15 per child, or $25 for multiple children, per day. The Working Woman's Survival Course reminds moms to take care of themselves, too.

President & CEO James Gorman

Managing Director & Global Head of Inclusion Jeffrey M. Siminoff

Women managers, senior managers and corporate execs 25%

Women among top earners 18%

Women on board of directors 15%

Women corporate executive hires in 2009 9%

Women participating in management or leadership training in the past year* Not tracked  

Women participating in formalized executive succession planning last year* Private  

Women promoted last year who utilized a formal flexible work arrangement Not tracked  

Do formal compensation policies reward managers who help women advance? Yes  

*Percentages reflect number of women participants versus company’s total female workforce.

Morgan Stanley’s alumni network features more than 7,000 members, including many stay-at-home moms it hopes to attract back to the firm.

As they huff-huff-huff through Lamaze exercises during their free on-site childbirth classes, mothers-to-be who work for this New York City financial services firm demonstrate how different their employer really is. In recognition of that challenging period right after a birth or adoption, management just expanded paid parental leave for all primary care givers to four fully paid months—available to anyone working 20 hours a week or more. Before their leave begins, all new parents receive What to Expect the First Year and baby-tracker books and can attend seminars on infant care and lactation. As they phase slowly back into work, mothers can access a free hotline to ask nursing questions or go online to book a time slot in dozens of corporate lactation rooms. And should they find themselves in a childcare bind, parents can access ten subsidized days of in-home backup care or 20 days at a local center.

Chairman & CEO: John J. Mack

Managing Director, Global Head of Diversity: Marilyn F. Booker

Women managers/execs: 24%

Women among top earners: 13%

Women on board of directors: 18%

Women corporate executive hires in 2008: 7%

Women participating in management or leadership training in the past year: n/a

Women participating in formalized executive succession planning last year: n/a

Women promoted last year who utilized a formal flexible work arrangement: 6%

Formal compensation policies reward managers who help women advance: n/a