We are committed to creating an environment where all our people can flourish regardless of their ethnicity or faith.
We’re proud of the diverse backgrounds, cultures and experiences that shape our firm. Supporting ethnic and faith inclusion is part of how we build a workplace where people feel respected, connected and able to be themselves.
We want everyone at Grant Thornton to feel they belong, and that their identity is recognised and valued. That includes creating space for conversations about race, ethnicity, faith and culture - whether through our networks, events or everyday interactions.
We know there’s more to do, and we’re focused on making progress by listening to our people, learning from their experiences and taking practical steps to improve.
Our Ethnicity and Cultural Heritage Action Plan was developed to guide our approach. It sets out how we recognise difference, raise awareness and take practical steps to address historic imbalances. As we continue delivering this plan, it remains central to how we build a fairer and more inclusive workplace.
The plan focuses on three key pillars:
We work to build understanding of the challenges that ethnically diverse colleagues may face, both inside and outside of work. This includes celebrating cultural and religious events that matter to our people, and creating space for open conversations.
We expect our leaders to take ownership of progress. Inclusion is a shared responsibility, and we track our goals, review data regularly and challenge ourselves to improve.
Where barriers exist, we take direct steps to remove them. That includes reviewing processes, launching development and sponsorship programmes and listening to lived experiences to guide change.
We want everyone at Grant Thornton to feel respected and treated fairly. Where barriers have existed, we aim to remove them through consistent action and honest reflection.
This work isn’t just about numbers or policies. It’s about making sure people feel they belong, and that their identity is recognised and valued.
As the Ethnicity & Cultural Heritage (ECH) Convenor, I’m proud to introduce our vision - one where we create an environment where every individual in the firm experiences a profound sense of belonging, irrespective of their ethnicity and cultural heritage. Our goal is to build a workplace that doesn’t just tolerate difference but actively celebrates it. We aim to create a culture where the ripple effects of our actions are understood across all ethnicities, cultures, and faiths. We will create an environment where every one of us takes accountability for promoting inclusivity and works together to address the imbalances of the past. The way our people feel they belong within the firm directly shapes the level of trust they have in us. That trust is critical, as it unlocks the diverse potential, perspectives, ideas, and talents that make our firm stronger, more innovative, and more resilient. This is our vision, and this strategy outlines how we will bring it to life.
Our strategy going forward is to continue to work through our Action Plan, supporting our ethnicity networks and the strategic leadership team, helping to remove barriers to progression, and challenging our leaders where more progress is required.
We also continue to review our internal data and feedback to understand where change is needed and how we can improve equity across the firm. Our work is shaped by what our people tell us matters. We listen, we act, and we keep reviewing what’s working and where we need to go further. These are some of the initiatives we’ve delivered as part of our Ethnicity and Cultural Heritage work.
We held focus groups with over 200 ethnically diverse colleagues to better understand their experiences at the firm. The insights helped us create our Insider Experience report, which highlights key challenges and recommendations which are being implemented.
To ensure accountability and senior-level focus, we set up an Ethnicity Board made up of leaders from across the firm. Members include representatives from Tax, Audit, Advisory and our Ethnicity Sponsors. The board meets regularly to review progress and shape next steps.
Aspire is an event designed for ethnically diverse colleagues at Associate to Assistant Manager level. It offers career insights, personal development workshops and space to connect with others. The event sparked important conversations around progression and visibility, and helped inspire the launch of our Black Talent Network.
We’ve signed up to the Black Talent Charter, reinforcing our commitment to race equity across the profession. The charter supports firms in improving recruitment, development and retention of Black talent, and gives us access to research, resources and networking opportunities.
We work with external organisations to support ethnic minority talent beyond the firm. This includes our partnership with The Amos Bursary, a London-based programme supporting young Black adults through university. We provide financial backing and personal development opportunities for students taking part.
Amplify is our long-standing sponsorship programme for ethnically diverse colleagues. It pairs senior leaders with Managers and Senior Managers to support career progression. The programme creates space for open conversations about barriers, and provides guidance, advocacy and access to senior leadership.
We’re committed to improving ethnic diversity across all levels of the firm, with particular attention to senior decision-making roles. Progress is reviewed regularly, and our ECH convenor and strand lead work closely with leaders to identify areas for improvement and agree next steps. This helps us stay focused and accountable, while ensuring that inclusion is part of how we lead and grow as a firm.
We regularly assess our internal processes through an inclusion lens. This includes updates to training, recruitment and people management practices, helping us create a workplace that works better for everyone.
Our employee-led ethnicity and faith networks play a central role in shaping how we celebrate and support inclusion across the firm. These groups help guide decisions on everything from cultural events to the design of multi-faith rooms in our offices, ensuring that different perspectives are recognised and reflected in our day-to-day environment.
Together with our networks, we mark key cultural and religious moments throughout the year, including Ramadan, Eid, Lunar New Year, Diwali, South Asian Heritage Month and Black History Month to name a few. These events are led by our people and supported across the firm, helping us build understanding, connection and a stronger sense of community.
Starting his career at Grant Thornton Zimbabwe before moving to member firms in Ethiopia and now the UK, Ngoni has navigated an eclectic international journey at the firm. As he reflects on his diverse roles in audit and looks forward to exciting new challenges, Ngoni shares what he’s learned so far.
Janica joined the UK firm on secondment from Grant Thornton Philippines in October 2022, after working as an Overseas Team Member (OTM) for two years. Returning to the Philippines, Janica will be taking her knowledge of the UK firm back with her as she continues her role as an OTM.
Ronojit joined the firm as a graduate in our audit practice in 2022, after an academic journey that took him from India to France and Luxembourg and finally landing in Manchester. He shared with us how he finds adapting to different cultures, and what he has learnt in his time with us so far.
Legal Director and Ethnicity Convenor Cherryl Cooper tells us more about The Amos Bursary charity and her role as a professional mentor.
To celebrate Black History Month 2021, six of our colleagues across the firm tell us who they're proud to be.
Our vision is to create an inclusive firm where there is no disparity in pay or opportunity regardless of gender or ethnicity.
Partner and Ethnicity & Cultural Heritage Convenor
Senior Partner
Head of Inclusion & Diversity and ESG