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Business consulting services
Our business consulting services can help you improve your operational performance and productivity, adding value throughout your growth life cycle.
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Business process solutions
We can help you identify, understand and manage potential risks to safeguard your business and comply with regulatory requirements.
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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.
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Cybersecurity
As organisations become increasingly dependent on digital technology, the opportunities for cyber criminals continue to grow.
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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.
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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.
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Recovery and reorganisation
Workable solutions to maximise your value and deliver sustainable recovery
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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.
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Valuations
We provide a wide range of services to recovery and reorganisation professionals, companies and their stakeholders.
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IFRS
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.
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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.
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Global audit technology
We apply our global audit methodology through an integrated set of software tools known as the Voyager suite.
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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.
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Direct international tax
Our teams have in-depth knowledge of the relationship between domestic and international tax laws.
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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.
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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.
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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.
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Private client services
Our solutions include dealing with emigration and tax mitigation on the income and capital growth of overseas assets.
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Transfer pricing
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
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Tax policy
Tax policies are constantly evolving and there are a number of complex changes on the horizon that could significantly affect your business.
Danica Murphy, CEO of Prism, a boutique business consultancy in Co. Wicklow, Ireland, answers our questions about opening up leadership opportunties to women.
In your own business, what benefits do you see from having teams with more gender diversity? |
My sector is more female dominant – but it is just as important to have gender diversity: if you are trying to solve interesting and diverse problems, you need to look at them from more than the female lens. As a result, I’m constantly on the radar to maintain the gender diversity of the team. |
How can routes to career development and advancement be opened up to more women? |
Until we have meaningful conversation in society around children and the roles in raising them, it will be difficult to create equity. There are certain years where women are more present in children’s lives, so maybe it’s just a different racetrack – and we are having the wrong conversation. Equality should mean career plans are accessible in a meaningful and rewarding way rather than everything been completely the same for all genders – it should be about the person. We shouldn’t be comparing ourselves on the same timeframe. |
What types of flexible working practices enable talent retention, specifically female talent? |
An individual being given the support to work out something that works for them – so making flexible working more commonplace. Coaching for return to work is also important: asking, what does good infrastructure look like for them, what will help them succeed, and then providing unique, customised and flexible work practices. And trust – identifying output metrics and deliverables. |
In your organisation, what does an inclusive business culture look like? |
Absence of exclusion. We all have unconscious bias – so actively challenging yourself on your unconscious bias and creating mechanisms and question frameworks to ask yourself if have you thought about this kind of person. You need a leader who has a diverse network of people from which they can draw insights and advice, to bounce questions and ideas from. Culture starts with leaders creating a mindset that is diverse. |
How does gathering data help to promote diversity? |
We help clients gather data looking at women in leadship, length of time in roles, time to promotion, comparison with men. We ask what the difference is, and what can be done to create balance. We also take measurement of progression and where there is regression, trying to understand the nature of the issue – whether it is role specific or age specific. |
What needs to change to create greater gender parity? |
Firstly, businesses need to be thoughtful about women in leadership programmes – if special attention is paid it will create another kind of inequity. It’s about the culture of leadership, being able to grow everyone’s qualities, and being aware that some people need different focus than others. Conversations early in people’s careers on their strengths and values will help tackle confidence issues early in their career. It comes down to the fact that we need to stop thinking of ‘gender’ and start thinking of people and what they need to succeed. People shouldn’t be anonymised to gender – if we have an imbalance, we need to look at how do we address it by individuals. |
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