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Brexit Advisory
Our Brexit Advisory team offer insight and guidance surrounding impacts and opportunities that Brexit has created for organisations.
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Corporate Finance
We offer a dedicated team of experienced individuals with a focus on successfully executing transactions for corporates and financial institutions. We offer an integrated approach, with our corporate finance specialists working seamlessly with tax and other specialists to ensure that every angle is covered.
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Digital risk
Grant Thornton offers solutions to the digital risk issues you are sure to face. Our skilled and experienced security team can helping by advising and consulting, giving you peace of mind, clear value for money and an enhanced ability to react to attacks.
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Economic Advisory
Our all-island Economics Advisory team combines expertise in economics and business with a wealth of experience across the public and private sectors.
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eDiscovery
Grant Thornton are the leading provider of eDiscovery services in the country and have been for years. Our incident response team managed the electronic discovery in the largest eDiscovery in Irish history.
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Forensic and Investigation Services
We have a different way of doing business by delivering real insight through a combination of technical rigour, commercial experience and intuitive judgment. We take pride in delivering responsive and tailored solutions to all our clients, capitalising on the wealth of experience housed within our Belfast and wider Forensics team
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People and Change Consulting
The Grant Thornton People & Change Consulting practice works with clients on these issues as well as on all aspects of how they attract, retain, engage develop, deploy and lead their people.
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Restructuring
We work with a wide variety of clients and stakeholders such as high street banks, private equity funds, directors, government agencies and creditors to implement solutions which provide the best possible outcomes.
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Corporate and International tax
Northern Ireland businesses face further challenges as they operate in the only part of the UK that has a land border with a country offering a lower tax rate.
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Employer solutions
Our team specialises in remuneration and incentive planning and works closely with employers, shareholders and employees to ensure that business strategies are aligned and goals achieved in the most tax efficient, cost-effective manner.
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Entrepreneur and private client taxes
Our team of experienced advisors are on hand to guide you through any decision or transaction ranging from the establishment of new business ventures, to realising value on exit, to succession planning and providing for loved ones.
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Global Mobility Services
Grant Thornton offer a different approach to managing global mobility. We have brought together specialists from our tax, global payroll, people and change and financial accounting teams across Ireland and Northern Ireland, while drawing on the knowledge and insights of our global network of over 143 offices of mobility professionals to provide you with a holistic approach to managing global mobility.
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Outsourced Payroll
Our outsourced service provides valued service to over 150 separate PAYE schemes. These ranging from 1 to 1000 employees, working for micro, SME and global employers. The service is supported by the integrated network of tax and global mobility teams and the wider Grant Thornton network delivering a seamless service. Experienced staff deliver a personal service built around your business needs.
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Tax Disputes and Investigations
Our Tax Disputes and Investigation team is made up of tax experts and former HMRC investigators who have years of experience in dealing with a variety of tax investigations. Our expertise and insight can guide you through all interactions, keeping your cost at a minimum while allowing you to continue with the day to day running of your business.
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VAT and Indirect taxes
At Grant Thornton (NI) LLP, our team helps Northern Ireland businesses manage their UK and global indirect tax risks which, as transactional taxes, can quickly become big liabilities.
Women in business 2022
Opening the door to diverse talent
Welcome to the 2022 report on our research into the position
of women in senior management across the world, and the
progress towards gender parity in leadership.
Our 2021 Women in Business report identified the window of opportunity that post-pandemic working practices could create for women to move into senior roles. In the wake of the pandemic, as economies slowly recover and businesses refine altered ways of working, that trend looks set to continue.
In our 2022 research, we see businesses taking deliberate, necessary action to create more inclusive working practices. They are prioritising employee engagement and opening the door to allow female talent access to senior positions in greater numbers than ever before.
“It is essential for companies to become more equal,” says Anna Johnson, CEO of Grant Thornton Sweden. “It is a requirement for being attractive to both customers and employees. Gender equality is something we as leaders must prioritise every day, in every decision we make.”
These proactive policies have resulted in an overall increase in the proportion of women in senior management around the globe, rising from 31% of top leadership positions in 2021 to 32% today. Over the last decade, we have seen that figure increase by 11 percentage points, up from 21% in 2012.
'Across industries and sectors, we are seeing the hybrid and remote working models positively impact on this, introducing greater flexibility to progress in ways that did not exist previously; but this progress is not certain into the future and this research reflects the work yet to be done to advance more equal and diverse boardrooms.
COVID forced us to conquer a fear of flexible working - that staff would be less productive, and that not playing the 'presenteeism' game would impact on our careers. We must not simply revert to old ways of doing business but instead drive on to embed work practices that enable people to maintain this flexibility.’
Nuala Crimmins
Partner - Head of Insurance
Sinead Donovan and Louise Barry comment on the findings outlined in this year's Grant Thornton Women in Business report.
The Women in Business report revealed two-fifths (42%) of women in senior management roles in Ireland are in human resources director roles; some 35% are in chief finance officer (CFO) roles; and, some 23% are in CEO or managing director roles.
'The opportunity to completely rethink working practices and to be able to demonstrate that this can add to working structure options without impacting on output and job satisfaction was a rare and positive outcome of the pandemic. With the majority of companies and staff now looking to maintain hybrid working this takes away the need for women to be seen to stand alone in looking for this.
There is a note of caution though, if the pandemic led more women to leave senior executive positions, we need to understand why they felt this was their best option. We cannot let progress in gender diversity at more junior levels be undone by losing women leaving the executive world when they achieve senior positions.'
Niamh Meenan
Partner – Financial Services
'The hybrid model of working has created more ‘trust’ between employer and (all) employees – people are measured on effective quality output and delivery, rather than hours in the office. Given the belief that flexible working arrangements specifically benefit women’s careers, the regression in the percentage of senior management roles held by women in Ireland (down from 33% to 30%) is surprising.
This might be reflective of the work on quantitative diversity policies rather than a focus on establishing an inclusive organisational culture to ingrain these polices. To create meaningful change, this cultural tone must be set by those at the top, and cascaded throughout the business.'
Amanda Ward
Partner - Financial Services Advisory
'It is great to see with the accelerated adoption of hybrid working (due to COVID), that 71% of businesses believe this new model will create greater opportunities for women.
However my concern would be that companies see this new hybrid way as the main mechanism to ensuring and sustaining a more diverse workforce. The efforts made, to date, to achieve a more gender balanced workforce need to be given just as much, if not more of a priority, as there is a still a need for more diversity in the boardroom and at senior management level.'
Tracey Sullivan
Partner - Audit and Assurance
