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.
Diversity data expert Jennifer Thorpe-Moscon, PhD, senior director & panel manager, research at Catalyst, on how to build a truly inclusive business.
An inclusive culture is one in which employees – across all intersections of identity – feel valued for their unique perspectives and experiences, as well as feel a sense of belonging and common ground with their team – that they are an insider. It is not enough to do one or the other. Belonging alone could lead to groupthink or suppress dissention and innovation. Valuing uniqueness alone could make individuals feel isolated or set apart. Thus, it’s critical that both aspects are incorporated at the same time.(i)
It’s also essential to actively consider intersections of identity in inclusion efforts. Programs that look to include “women” often only make positive change for white women because they do not consider how the experience of gender is transformed by race/ethnicity. Women of colour face unique challenges and thus employers seeking to create inclusion must actively, consciously address the intersection of gender, race, and ethnicity in their efforts if they wish to benefit from all talent and perspectives(ii).
Be an inclusive leader
There are several key inclusive leadership behaviors that anyone can employ:
- Empowerment: enable others to succeed. Provide them with the resources to do their jobs. Trust them to accomplish their work in the ways that are best for them.
- Accountability: hold others responsible for outcomes they can control. By doing that, you demonstrate trust that they can accomplish their goals.
- Courage: speak up when something needs saying, even if it’s risky, especially if you see bias in your midst. Support your colleagues’ good-but-risky ideas.
- Humility: recognise that you do not have all the answers. Seek the perspectives of others to supplement and fill the gaps in your own understanding.(iii)
These key leadership behaviors drive the inclusive environments that will help your business and employees thrive.
Know where you are
What is measured gets done. If companies do not know where there are gaps in representation – spaces where there is homogeneity, which contributes to groupthink and prevents the introduction of new experiences and ideas – they cannot begin to fix the problem. Companies must measure their representation at all levels and in all business units. Moreover, they must look at multiple identities and intersections of identity. Are women of colour represented across your company, including and importantly in leadership positions? Do you have a robust, diverse talent pool to advance and promote?
But this is only the first step. Representation is necessary but not sufficient to create the innovative, prosperous workplaces of the future. A company cannot put someone into a role and expect them to succeed if their voice and perspective is not heard and valued. For your company to reap the many benefits of a diverse workforce, it must ensure all voices are included.
Read our Women in business report Return to Champions home page
(i) Jeanine Prime and Elizabeth R. Salib, Inclusive Leadership: The View From Six Countries (Catalyst, 2014).
(ii) Dnika J. Travis and Jennifer Thorpe-Moscon, Day-to-day Experiences of Emotional Tax Among Women and Men of Color in the Workplace (Catalyst, 2018).
(iii) Jeanine Prime and Elizabeth R. Salib, Inclusive Leadership: The View From Six Countries (Catalyst, 2014).