We cared enough to go beyond expectations in unprecedented times

Woman sitting with her laptop in office

Our firm’s purpose is to make business more personal, and build trust into every result. How? By working together, taking action and caring about what matters. We are intentional with the steps we take together to advance diversity, equity and inclusion—and we are identifying areas where we can do more. We go beyond expectations by identifying our people’s needs, meeting them where they are, and taking action to show how much we care.


Facing challenges with determination, strength and empathy

In fiscal year 2020, Grant Thornton continued advancing a culture that empowers our people and allows each of our colleagues to bring meaning to their work. We launched several new initiatives and remained agile, adjusting to a new way of working and supporting our teammates amidst a global pandemic.

  • We were the first professional services firm to transition fully to working from home. To facilitate this, we expanded our remote technology support, and invested over $200,000 in personal protective equipment (PPE) for our colleagues.
  • We affirmed our commitment to communicating with transparency: We held more all-hands calls and established weekly updates from our CEO, and incorporated upward feedback (to coaches, supervisors and leaders) into our performance management process.
  • We launched a partnership with Care@Work—the firm’s new family care benefit provider—to offer access to resources for child care, elder care, pet care, cleaning, tutoring and home project services.
  • We expanded existing benefits and introduced new benefits to support our colleagues. We supplemented our existing back-up child care services; augmented our existing Employee Assistance Program with 100% virtual programming for mental and physical wellness; and, partnered with Happify Health to help teammates manage stress and build resilience using science-backed gamification techniques.
  • We launched new interim dining support services, including food stipends, free delivery services and meal planning resources – with plans for additional support programs in the future.
  • We created a Coronavirus support group communication channel and developed GT Connected, a conversation series to help support teammates through the impacts of the pandemic and working remotely.
  • We launched firmwide virtual townhalls, virtual internship programs, remote orientation experiences and advisory councils to support our local leaders in connecting with our colleagues and continuously evolving our offerings as the pandemic unfolded.
2020 awards and recognition
year as a Top Company for Executive Women
(National Association for Female Executives)
year with a perfect Corporate Equality Index score
year participating in the Disability Equality Index Best Places to Work for Disability Inclusion, scoring 100% this year – a 20% increase from 2019
consecutive year on Working Mother’s 100 Best Companies List
year listed on Working Mother’s Best Companies for Dads
year receiving the Brandon Hall Group Gold Award for excellence in leadership development, for our Senior Manager Academy (SMA) program

Strengthening our role as a positive force for justice

We’ve made significant commitments to advance our firm’s diversity, equity and inclusion outcomes in the following areas:

  • Launched two additional business resource groups (BRGs) for Working Parents and Future Leaders
  • Enhanced equitable policies and programs, including our Veteran Spouse and LGBTQ self-ID policies
  • Added 27 diverse schools to our recruitment roster, including 11 historically Black colleges or universities (HBCU)
  • Launched firmwide unconscious bias training and discussion pods and made these trainings mandatory
  • Included DE&I-focused content in firmwide training, conferences and new hire onboarding
  • Announced our firm’s actionable response to racism and social injustice
  • Made three-year financial commitments of $600,000 total ($300,000 apiece) to the Southern Poverty Law Center and Thurgood Marshall College Fund
  • Set aside 40 annual chargeable hours for each employee to give back to external charitable and community organizations, and to participate in GT’s internal business resource groups
  • Committed to ongoing DE&I transparency through regular internal and external progress reports

We also have begun work on the following priorities:

  • Updating additional equitable policies, including paid paternity leave
  • Promoting retention and advancement of diverse candidates through more formalized succession planning and a new self-nomination process
  • Supporting anti-discrimination and social justice legislation through our Public Policy team
  • Increasing the range of schools and organizations for recruiting and upgrading our experienced hire recruiting process to ensure that we’re incorporating a more diverse candidate pool

These items are only the start of our efforts to produce meaningful, permanent changes within our firm and the communities in which we live and work.


An acknowledgement

Thank you to the Grant Thornton professionals who have contributed photographs to this year’s Annual Report. Your empathy and optimism are evident in your first-hand visual accounts of life in these challenging times.

  • Joshua Bushard, Partner, Audit, Minneapolis
  • Laura Graesser, Manager, Growth, Chicago
  • Ron Kornegay, Associate, Marketing, Charlotte
  • Meghan Miller, Senior Associate, Marketing, Chicago
  • Nidharshan MP, Associate, Marketing, Bangalore
  • Nivedita Sengupta, Senior Associate, Marketing, Bangalore
  • Shaghil VM, Assistant Manager, Marketing, Bangalore