GET EMAIL UPDATES FROM POWERTOFLY
By signing up you accept the Terms of Service and Privacy Policy
BROWSE CATEGORIES
GET EMAIL UPDATES FROM POWERTOFLY
Morgan Stanley

Cindy Lane Drives LGBTQ Diversity at Morgan Stanley

Cindy Lane believes diversity at Morgan Stanley is an advantage not just for her but for the success of the Firm.

Below is an article originally written by PowerToFly Partner Morgan Stanley, and published on June 19, 2018. Go to Morgan Stanley's page on PowerToFly to see their open positions and learn more.

ATLANTA -- Cindy Lane believes diversity at Morgan Stanley is an advantage not just for her but for the success of the firm in general and that she helps drive diversity through active example inside the firm and outreach to causes and charities.

"I have never kept my personal life a secret," she says. "I feel that just as I lead by example in my job, I must lead others to the understanding of the LGBTQ community by example.

"My entire 18 years with the firm, management has always accepted my desire to be open about who I am and in the one or two occasions a fellow employee was not so accepting, management jumped in immediately to correct the issues."

Cindy has held several roles during her tenure at Morgan Stanley, training in new areas of wealth management at every step of her professional development. She now is a Portfolio Associate and Financial Planning Associate in Atlanta and for the last four years, also has been giving back as a diversity member of the Buckhead Complex Council. Moreover, she is a Complex Service Coach for new associates in the Atlanta area.

Cindy is Co-Chair of the Buckhead Council's Sponsorship and Community division, coordinating volunteer and outreach efforts aimed at Atlanta's diverse population. These activities help improve diversity within the firm by increasing employee and client engagement with diverse groups while also providing networking and recruitment opportunities in different communities.

The interest in these programs has grown steadily, making it important to address all audiences equally. Projects can range from food drives and serving dinner at homeless shelters to programs that assist women and military veterans in their return to work.

Developing a close relationship with a multicultural organization can be a great experience for a branch or complex and their clients, Cindy explains. She recommends focusing on quality over quantity, choosing just one organization per diversity group and fully developing the relationship.

She is especially proud of her work with the predominantly LGBTQ charity, For the Kid in All of Us, which has provided over 1,600 backpacks of school supplies to underprivileged children in the last three years.

Cindy is a vocal advocate of Morgan Stanley's diversity efforts and believes raising awareness of the firm's leadership in this area can boost recruiting.

In addition to promoting a diverse workforce, Cindy says it's critical for Financial Advisors to understand the nuances of working with clients from diverse backgrounds. She has counseled Financial Advisors on how to communicate with LGBTQ clients throughout her career and says giving a positive representation of the firm by explaining Morgan Stanley's diversity efforts is a good ice breaker that can overcome stereotypes.

"Many clients do not feel that discussing their personal lives is something a Financial Advisor needs to know. And some are just not open to that discussion," Cindy says. "There can always be that fear that in the business relationship one could be treated differently if you do not have the same diverse viewpoints. This can cause issues if vital facts are left out of the financial planning discussion."

Making clients comfortable, by demonstrating an understanding of their needs, or by inviting them to participate in diversity events that are of interest, is a good way to establish trust, Cindy adds. Morgan Stanley also has a catalog of LGBTQ marketing and advertising materials in the FA Marketing Center that she recommends.

Being a good listener is also critical, as Cindy learned firsthand from an early mentor.

"Desiree Fuehrer, currently a Complex Risk Officer for the Buckhead Complex, is one of the best managers I have ever had. When she came to our office as an operations manager, I sat directly outside her office and would listen to how she handled employees and clients."

"How she handled people helped me to learn that listening not just to the words people say but the ones they don't are the key to being successful in helping them."

Having spent her entire career in the wealth management industry, Cindy has seen incredible progress in the acceptance of individuals from diverse backgrounds. She believes the inclusive environment promoted by Morgan Stanley and its employees makes the firm a great place to learn and grow as she has.

"The best thing I can tell you is find what things at work drive you and motivate you. Then pursue them at full throttle."

Morgan Stanley offers a wide array of brokerage and advisory services to its clients, each of which may create a different type of relationship with different obligations to you. Please consult with your Financial Advisor to understand these differences.

Morgan Stanley Smith Barney LLC ("Morgan Stanley"), its affiliates and Morgan Stanley Financial Advisors and Private Wealth Advisors do not provide tax or legal advice. Clients should consult their tax advisor for matters involving taxation and tax planning and their attorney for matters involving trust and estate planning and other legal matters.

popular

12 Ways to Seem Smart in a Zoom Meeting

It's been six years since Sarah Cooper graced us with her 10 Tricks to Appear Smart in Meetings. But how on earth can we appear smart in our new virtual world, in which for many of us, going to work is just sitting in one long series of probably-not-necessary Zoom meetings?

READ MORE AND DISCUSS Show less
Diversity & Inclusion

How To Handle Conversations on Race with Your Non-Black Coworkers

I sat in front of my CEO to discuss several complaints of racism. I was new to my role as a Culture Director. I was nervous about his reaction to the complaints. But I also knew he strongly supported developing this new department; I knew that he would take the right steps. So I was shocked when I heard him say sheepishly, "I don't know, Noelle...all of this stuff about racism. I just don't see it. I don't even see color. I'm pretty much color blind."

READ MORE AND DISCUSS Show less
For Employers

How Leaders Can Support Their Black Employees

A five-step framework for addressing systematic racism at work

The world has changed in the past few weeks.

We're watching corporations and organizations across the world come out in support of Black lives in droves. Many of those organizations are doing so for the first time in their history.

READ MORE AND DISCUSS Show less
Work From Home

Four Ways to Nail Your Next Virtual Interview: Recruiters at Relativity Share Their Tips

Living in the midst of a pandemic has brought about a whole host of changes and challenges for workplaces and employees. One of the most notable? Virtual interviewing. With most on-site interviews on hold for the foreseeable future, it's important that you be prepared to make a great first impression—virtually.

READ MORE AND DISCUSS Show less
popular

Looking for a Remote Job During COVID? 3 Talks to Watch

Women Founders & CEOs Share Their Tips

If you're anxious about looking for a new job right now, you're not alone. We've talked before about how you can land a job in the midst of COVID-19, but today we wanted to share advice from some of the experts who spoke at our inaugural Diversity Reboot Summit.

READ MORE AND DISCUSS Show less
Loading...
© Rebelmouse 2020