Disability Guide at Morgan Stanley

Morgan Stanley is a Gold Member of the Business Disability Forum and the Investment Banking Accessibility Group (IBAG). Through these forums, Morgan Stanley is committed to meeting the needs of disabled people.

An accessible environment is one that is accessible to both disabled and non-disabled people, and does not disadvantage anyone.

Morgan Stanley aims to:

• Work together with employees to find best outcomes, for instance reasonable adjustments that overcome barriers.
• Involve others, such as the Occupational Health, Disability Technology Services, Health & Safety and HR teams to ensure they fully understand the employee needs.
• Be sensitive and timely in offering appropriate assessments in order to ascertain the specific needs of an individual.
• Share any information received from specialist teams and discuss their validity/implications to the employee.
• Make other short-term arrangements to support employees when a delay in solutions cannot be helped.
• Create a working environment and appropriate forums that allow employees to feel comfortable talking about their disability or long-term health conditions if/when it would be beneficial to them or others.
• Be mindful that disabilities can often affect people in very different ways.

Morgan Stanley aims NOT to:

• Make assumptions about performance or Health & Safety implications of a person’s disability or chronic health condition.
• Have ‘blanket’ policies.
• Insist on employees revealing details of their disability;

However, we will encourage disclosure when it could be mutually beneficial to understand any specific needs and allow us to work with employees to implement effective reasonable adjustments.

Workplace adjustments (reasonable adjustments)

Workplace adjustments can be on a temporary or permanent basis.Morgan Stanley is committed to facilitating workplace adjustments that enhance an employees’ ability to perform.

What adjusting working arrangements can include:

• Changing or adapting working practices, policies and procedures.
• Facilitation of an interpreter or scribe for meetings.
• Changing working hours
• Providing help with transport to and from work.
• Arranging home-working.
• Enabling time away from work for rehabilitation treatment.
• Regular meetings with a member of the Occupational Health team.
• Providing auxiliary aids or services e.g. documents produced in alternative formats.

Examples of adjustments to premises could include:

• Moving tasks to more accessible areas.
• Making alterations to premises, offices and/or workstations.
• Examples of adjustments to a job role could include:
• Providing new or modifying existing working equipment and technology;
• Modifying work furniture;
• Providing additional training for individuals, colleagues or support teams;
• Modifying work patterns;
• Arranging conferencing facilities to reduce the need to travel;
• Providing a ‘buddy’ or mentor who can provide support.