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Advisory
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Assurance
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Tax
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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.
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Asset management
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Banking
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Business services
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Energy and natural resources
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Healthcare
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Insurance
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Life sciences
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Media
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Not for profit
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Private equity
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Public sector
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Real estate and construction
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Retail
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Technology
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Telecommunications
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Travel, tourism and leisure
Josh Graff, LinkedIn UK country manager, believes that, like any good party, everyone should be invited to the board table, and given the chance to prove they belong, without bias or hindrance.
What benefits have you seen at LinkedIn from having more diverse teams? |
Diversity in business has had a huge impact, both on me personally, and on the teams that I have been part of. Research shows us that when it comes to choosing a place to work, employees are looking very closely at the culture and values of the organisation, and in particular how they approach diversity. But, diversity alone doesn’t cut it – you could hire by a quota but you wouldn’t have built an effective team. It is the steps businesses take after that matter: they have to create a culture of inclusion, and a feeling of belonging. For me, diversity is holding a party where everyone is welcome. Inclusion is receiving an invitation. Belonging is having the confidence to dance at the party like nobody’s watching. I distinctly remember when I finally had the confidence to come out as a gay man at work, how it increased my productivity, how it strengthened my relationships with clients and colleagues, how it helped me to become a more compassionate leader and most importantly, how it made work more fun. |
How can diversity data be used to drive a change in business culture? |
As part of our commitment to creating and building a more diverse workforce, we publish our annual global Workforce Diversity Report, and here in EMEA we’ve also begun running anonymous annual diversity surveys to enable our teams to self-identify, enabling us to measure our progress over time. The insights are helpful but the output must be action. Our diversity report revealed a shortfall of female leadership. So, in 2014 we introduced WiN, a managed training programme for our high performing, high potential female talent. This course addresses some of the issues that surround and prevent women securing more senior roles. And while there’s always more to be done, we can see that it’s working – women now represent 39.1% of our company’s leadership, a massive increase of 49% over the last four years. |
How can interview bias be eliminated? |
The fact is that we all carry some form of unconscious bias - and accepting that is the first step to solving it - but it can be incredibly hard to reverse certain expectations or ways of thinking. It follows, of course, that such bias affects the hiring process. If a leader hiring for a role has an unconscious expectation that the new employee will be male, the signals sent to women about their suitability for the role will distort the playing field even before the interview process has begun. This is why it’s important to tackle these biases head on. Business leaders must look at the candidates being interviewed and insist that they see a good mix of diverse candidates as part of the process. At LinkedIn we’ve introduced a gender aware recruitment process, meaning that for every job we hire for we have a balanced candidate slate at the start of recruitment, women candidates are included in the shortlist, and we have gender balanced interview panels meeting the candidates. Practical processes like this, alongside bias awareness training, can help transform the interview process in the experience of the candidate. |
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