Business consulting services
Our business consulting services can help you improve your operational performance and productivity, adding value throughout your growth life cycle.
Business process solutions
We can help you identify, understand and manage potential risks to safeguard your business and comply with regulatory requirements.
Business risk services
The relationship between a company and its auditor has changed. Organisations must understand and manage risk and seek an appropriate balance between risk and opportunities.
As organisations become increasingly dependent on digital technology, the opportunities for cyber criminals continue to grow.
Forensic and investigation services
At Grant Thornton, we have a wealth of knowledge in forensic services and can support you with issues such as dispute resolution, fraud and insurance claims.
Mergers and acquisitions
Globalisation and company growth ambitions are driving an increase in M&A activity worldwide. We work with entrepreneurial businesses in the mid-market to help them assess the true commercial potential of their planned acquisition and understand how the purchase might serve their longer- term strategic goals.
Recovery and reorganisation
Workable solutions to maximise your value and deliver sustainable recovery
Transactional advisory services
We can support you throughout the transaction process – helping achieve the best possible outcome at the point of the transaction and in the longer term.
We provide a wide range of services to recovery and reorganisation professionals, companies and their stakeholders.
The International Financial Reporting Standards (IFRS) are a set of global accounting standards developed by the International Accounting Standards Board (IASB) for the preparation of public company financial statements. At Grant Thornton, our IFRS advisers can help you navigate the complexity of financial reporting from IFRS 1 to IFRS 17 and IAS 1 to IAS 41.
Audit quality monitoring
Having a robust process of quality control is one of the most effective ways to guarantee we deliver high-quality services to our clients.
Global audit technology
We apply our global audit methodology through an integrated set of software tools known as the Voyager suite.
Corporate and business tax
Our trusted teams can prepare corporate tax files and ruling requests, support you with deferrals, accounting procedures and legitimate tax benefits.
Direct international tax
Our teams have in-depth knowledge of the relationship between domestic and international tax laws.
Global mobility services
Through our global organisation of member firms, we support both companies and individuals, providing insightful solutions to minimise the tax burden for both parties.
Indirect international tax
Using our finely tuned local knowledge, teams from our global organisation of member firms help you understand and comply with often complex and time-consuming regulations.
Innovation and investment incentives
Dynamic businesses must continually innovate to maintain competitiveness, evolve and grow. Valuable tax reliefs are available to support innovative activities, irrespective of your tax profile.
Private client services
Our solutions include dealing with emigration and tax mitigation on the income and capital growth of overseas assets.
The laws surrounding transfer pricing are becoming ever more complex, as tax affairs of multinational companies are facing scrutiny from media, regulators and the public
Tax policies are constantly evolving and there are a number of complex changes on the horizon that could significantly affect your business.
The benefits of flexible working were known long before Covid-19 appeared. It improves productivity and staff retention due to the greater autonomy and work-life balance that employees experience.
For these benefits to be realised, however, flexible working must happen within an empowered employee culture. This requires leaders who inspire their teams, rather than cling to outdated, controlling management practices. The Women On Boards Leadership Programme has shared a modern, inclusive approach for over five years in the UK. The pandemic has moved these skills from being a ‘nice to have’ to a necessity.
We need to embed collaborative, progressive leadership styles going forward, whether teams remain remote, return to offices or – more likely for most – adopt a hybrid model.
The future of flexibility
I would caution that the current situation is not indicative of flexible working. Pandemic stress, grief and additional childcare responsibilities all impact employees’ performance. The initial data shows women have been disproportionately subject to furlough and redundancy. The pandemic has proved that flexible, remote working is logistically possible, but we will need to see what happens in more ‘normal’ times to truly understand its potential.
Longer-term flexible working could certainly enhance diversity and inclusion, for example, by allowing couples to balance domestic responsibilities more equally and offering greater access to roles for those with disabilities.
However, this is far from an inevitable result. I fear we may see a resurgence of the old pattern of dedicated female staff being passed over for promotion in favour of less competent, but highly vocal, peers. Research shows it is vital for those who do not ‘look like’ traditional leaders to make their achievements known. A remote-working context requires an even more conscious approach to championing your own success.
Being seen from a remote office
For leaders, ensuring that performance and progression align within their teams isn’t rocket science, but it does require robust systems. Like adopting progressive leadership styles, strong performance management mechanisms move from being beneficial to essential in a flexible context.
To support female employees with progression in the current context, my advice to leaders is the same as it has always been: help them build a plan.
Career planning is not ‘once and done’, but a continuous process of managing your career, connections and influence spheres. Key to this is understanding influence in your organisation – who are the key influencers (hint: they are not always in the most powerful positions) and what currencies are valued? Is it creative ideas, sales cost savings – or what? Women in business must not be afraid to seek those high-profile opportunities, and never underestimate the power of simply telling people what they have achieved and where they want to be.
Finally, taking on a board role can really help increase development opportunities for employees seeking progression. Becoming a non-executive at even a small organisation, like a charity or sports club, offers whole-organisation strategic experience and wider leadership development. So many Women On Boards members successfully balance a board role (or two) alongside successful executive careers.
Flexible working has huge potential to enhance diversity and inclusion – but it will be the leadership styles and systems that support it that count.
According to Grant Thornton’s Women in Business research, at 31%, the number of women in senior management has finally surpassed the 30% tipping point needed to catalyse real change. But the actions of leaders will determine the direction of travel from here.
Take a look at our latest report to explore the impact of Covid-19 on the D&I landscape