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Privacy and Data Protection
Our digital risk team is made up of a combination of subject matter experts and technical specialists who can help your business comply with the GDPR.
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Governance, Risk and Compliance (GRC)
While business goals and strategies evolve, our services support you wherever you are in your business cycle. The digital economy is simultaneously increasing the magnitude of new business opportunities while increasing the difficulty of getting it right.
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ISO 27001 and ISO 27701
Grant Thornton’s ISO 27001 and ISO 27701 specialists will arrange and oversee the formal audit process.
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SOC 1,2,3
As a service organization there are many ways to provide assurance to your customers and in turn other stakeholders over your control environment. One of the most effective and cost-efficient ways is to issue a Service Organization Control (SOC) Report.
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Incident Response
Grant Thornton’s Cyber Incident Response Team can support your business in the event of a cyberattack or data loss event. We work alongside your existing IT and Legal teams to provide a co-ordinated, timely and efficient investigation and remediation.
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Hacking Services
At Grant Thornton, our cyber security experts can develop a bespoke penetration testing plan to meet your business needs and unique IT environment. We can undertake the full suite of testing or conduct individual assessments, as required.
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Cyber Health Check
Approximately 54% of organizations report that they have experienced at least one cyber-attack during the past year. Grant Thornton’s cyber health check provides you with an objective, jargon-free assessment of your current cyber security, drawing on both qualitative and quantitative elements.
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Dark Web Threat Intelligence
We use a variety of dark and deep web monitoring tools that continuously scans illegal sites to discover any mention of your data, ranging from breached security credentials such as usernames and passwords to leaked confidential documents of your company.
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Digital forensics and electronic discovery
We offer a full suite of digital forensics and data acquisition services in investigations related to cybercrime, disputes, fraud and regulatory investigations.
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Insolvency
If you're facing a time of personal or corporate financial crisis you need advice from someone who listens, who understands your specific issues and deals with them in a supportive and sensitive manner.
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Crisis stabilisation and turnaround
In periods of financial distress, management teams often face considerable challenges, with many directors having little or no experience of similar conditions.
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Operational and financial restructuring
Companies challenged by underperformance often need support in identifying options for financial or operational restructuring. Tapping this type of advice helps them create a stable platform for business turnaround.
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Accelerated M & A
Even fundamentally sound businesses run into difficulties. Cash flow can come under pressure from the loss of a big client, or a dip in performance can threaten a breach of banking covenants if there is insufficient headroom.
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People Services
Our HR Outsourcing solutions are designed to provide you with the flexibility and expertise needed to manage your people effectively and efficiently.
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Relocation made easy!
We bring to the table our in-depth understanding of Cyprus immigration legislation and policies, coupled with long experience supporting corporate clients relocating non-EU staff to Cyprus, as well as entrepreneurs and executives moving with their families.
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Family Office Services
In an era of rising digital threats, protecting the sensitive information and assets of high-net-worth families is paramount. In collaboration with our dedicated strong Cybersecurity and Data Protection team, we can help ensure the data security and privacy of your Family Office (employees and c-suite), family members and any staff supporting them, and also trusted associates.
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Indirect Tax
Our experienced VAT specialists are available to assist companies and entrepreneurs of all industries and sizes in meeting their obligations.
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Direct Tax
We can help you ensure a bespoke balance between tax compliance and effective tax planning for your special circumstances.
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Ημερίδα Γνωριμίας με την Grant Thornton Κύπρου
Σας προσκαλούμε σε μια μοναδική ευκαιρία να γνωρίσετε την Grant Thornton Κύπρου! Την Τρίτη, 5 Νοεμβρίου 2024, θα έχετε τη δυνατότητα να συναντήσετε την ομάδα μας, να ενημερωθείτε για επαγγελματικές ευκαιρίες και να εξερευνήσετε πιστοποιήσεις όπως ACCA.
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Life at Grant Thornton
At Grant Thornton Cyprus, we are taking a holistic approach and reimagining the way we work, continually assessing it and making necessary changes to better support our people.
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In the community
Unlocking the potential for growth in our local communities.
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Diversity and inclusion
Diversity helps us meet the demands of a changing world. We value the fact that our people come from all walks of life and that this diversity of experience and perspective makes our organisation stronger as a result.
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Global talent mobility
One of the biggest attractions of a career with Grant Thornton Cyprus is the opportunity to work on cross-border projects all over the world.
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Learning and development
At Grant Thornton we believe learning and development opportunities allow you to perform at your best every day.
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Our values
We are a values-driven organisation and we have more than 56,000 people in over 140 countries who are passionately committed to these values.
Women in business 2022
Opening the door to diverse talent
In 2022, Grant Thornton’s Women in Business research has once again tracked 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 a window of opportunity created by post-pandemic working practices that were enabling more women to move into senior roles. In 2022, as economies slowly recover and the worst impacts of the pandemic recede, that trend looks set to continue.
In this year’s data, we see mid-market businesses across the world taking decisive action to mould more flexible working practices around the needs of their people. They say that they are prioritising employee engagement and modelling open, inclusive working environments. By so doing, organisations are opening the door to bring female talent into 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.”
Deliberate, continued action by businesses has resulted in an increase in the proportion of women in senior management around the globe. Women now hold 32% of top leadership positions, up from 31% in 2021. These include chief executive officer and managing director, chief finance officer, chief information officer, chief operations officer, chief marketing officer and human resources director roles. The increase continues the linear growth plotted over recent years. In the last decade, we have seen the proportion of female leaders grow by 11 percentage points, up from 21% in 2012.
Across the 5,000 business leaders in 29 countries surveyed by Grant Thornton, 90% record their business as having at least one woman in the C-suite or equivalent. Regionally, there has also been positive progress, with every area we report on equalling or passing 30% of senior roles held by women.
Tackling the talent crunch
An increase in gender diversity at the top level leads to business benefits, particularly in light of the global shortage. With traditional business models being challenged in favour of more fluid structures, and recruiters widening their nets to draw from a global talent pool, businesses are having to compete harder for individuals with the abilities to lead and succeed in the new business landscape.
Grant Thornton’s International Business Report research reveals that 57% of mid-market organisations expect talent shortages to be a major constraint to their businesses over the next 12 months. A record level of talent churn, being termed the ‘great resignation’, is adding to the pressure to retain and attract the best people.
With employees re-evaluating their work-life balance and reconsidering the route of their career paths in the wake of the pandemic, businesses are having to be more authentic in building environments where their people can find purpose. A central element of this is to tailor working models to individual employees, making it easier and more appealing for them to remain with their employers as their life priorities shift.
A specific focus on opening up opportunities for women to move into senior roles through more flexible working practices will be a major way of tackling the talent shortage. Our 2022 Women in Business report explores the ways in which organisations can open the door for more diverse people – and empower them to step through to future success.
Looking to the future
Female talent is an essential resource and vital to good business outcomes, as well as fundamental to bridging the skills gap. Forward-looking organisations are already collaborating with employees to remodel working setups in order to allow all candidates the opportunity to achieve equity in seniority.
As these new working models become embedded and greater flexibility in employment practices is regarded as the norm, the opportunities for uninterrupted female career progression will increase. We are optimistic that this, along with continued, deliberate action by businesses to engage all of their people in an inclusive workplace – virtual or otherwise – will result in the continuing increase in female leadership.
With global numbers for senior women remaining consistently past the 30% tipping point – the proportion needed to spark significant positive momentum – over the last two unsettled years, we also hope to see an acceleration in the growth of female representation at senior management level.
“The numbers we are seeing currently may be the beginning stage of a significant change, rather than the tail end of previous progress,” suggests Kim Schmidt. “It could be that new people are just starting to move into senior roles. It will be fascinating to see what happens in 12 months after a full year of significant movement.”
