Member Spotlight - Irish Centre for Diversity and Grant Thornton Case Study

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Grant Thornton Ireland is recognised as a leading example of how an organisation can embed FREDIE™ (Fairness, Respect, Equality, Diversity, Inclusion & Engagement) into its DNA. The firm has held Investors in Diversity (IiD) Gold - the top-tier of Ireland's premier accreditation and framework to support progress in this vital area - since November 2023. Grant Thornton is one of only 39 organisations in Ireland with IiD Gold and it has recently been re-accredited for a further term, one of only 14 to be re-accredited at this level.

IiD accreditation, from the Irish Centre for Diversity (ICD) presents a structured and holistic framework for transforming workplace cultures to ones that foster greater Equity and Inclusion, so that everyone is supported to thrive. Grant Thornton's IiD journey started with IiD Bronze. This level of the framework focuses on ensuring a strong foundation to embed FREDIE into wider organisational systems. Existing 'People' policies were reviewed with a FREDIE lens, with areas for development reported and FREDIE training was delivered to the Leadership team.

The journey progressed to IiD Silver accreditation, which centred on an all-employee survey to understand the lived experience of FREDIE policies, how far the business 'walks the talk' to deliver a sense of Belonging, being valued and respected. Responses were mapped against the ICD maturity model and results were benchmarked alongside national and sector data sets to give an Inclusion Score of 80.8% (improving on a National average of 78% and 79% for the Professional Services Sector). Survey findings were also used to develop a Diversity & Inclusion (D&I) action plan for further progress.

Assessment for IiD Gold followed the Silver celebrations and a period of implementing the action plan. IiD Gold looks for the business being a leader and ICD's experts evaluated Grant Thornton against five pillars of excellence - Diverse & Inclusive leadership; Policies, Practice & Processes; Recruitment, Retention & Progression; Recording & Monitoring and Impact on External Diversity. 100% of organisations that implement the D&I action plan for improvement, see advances in their Inclusion Scores and Grant Thornton Ireland’s IiD Gold re-accreditation has seen the Inclusion Score increase to 84% - further exceeding the National and Sector averages.

Robust strategy
Grant Thornton’s IiD Gold accreditation reflects a robust strategy that many can learn from. Grant Thornton’s Equity, Diversity & Inclusion (EDI) function sits within the Sustainability team, demonstrating an over-arching commitment to social sustainability that starts with the business’s people. The 'Embrace' programme stands at the heart of Grant Thornton's EDI work and shapes how goals are embedded across the business. Embrace is built on three guiding principles - Educate, Integrate and Celebrate. The programme is supported by a steering committee of senior leaders and a full-time EDI specialist role. This structure ensures EDI is not an isolated initiative but part of strategic decision-making and overall organisational planning.

Key Initiatives and Actions
The Embrace strategy and insights from employee surveys along with business needs have directed a wide range of tangible initiatives:

• Training and Education - The firm delivers tailored education programmes, including a mandatory Unconscious Bias training course. It partners with expert organisations such as Pride@Work, AsIAm and Family Carers Ireland to ensure high-quality, evidence-based learning.
• Inclusive Policies - Grant Thornton has introduced inclusive and progressive policies covering gender identity and expression, domestic abuse, and a comprehensive suite of family-friendly supports such as fertility, miscarriage, parental and adoption leave. These policies address structural inequities and demonstrate a clear commitment to employee wellbeing.
• Recruitment, Retention & Progression - The firm has implemented an Inclusive Recruitment Toolkit designed to reduce bias and make the hiring process more accessible for under-represented groups. This includes guidance for interviewers, preferred-pronoun usage, and inclusive lanyards. A focus on accessibility supports the wider aim of attracting and retaining diverse talent.
• Data & Monitoring - A cornerstone of the firm’s strategy is robust data collection. Through a “Data Campaign,” employees are encouraged to voluntarily share demographic information to help the organisation better understand representation and identify gaps. This data is used to inform decision-making and measure progress.
• External Impact & Supplier Diversity - Grant Thornton applies EDI expectations to its suppliers through an EDI Supplier Framework.

Outcomes & Impact
The Embrace programme has led to significant cultural and operational outcomes. The firm has grown to include colleagues from over 70 nationalities, presenting a business advantage as cross-cultural working takes on greater importance in an increasingly connected world. Grant Thornton has earned recognition for its efforts, including:

• Winning the ‘Advancing Race / Ethnicity Equality Award’ at the National Diversity & Inclusion Awards 2025
• Winning the ‘Outstanding Employee Resource Group (ERG)’ category at NDIA 2023
• Recognised by the Chartered Institute of Personnel and Development (CIPD) in 2025, with an award for ‘Sustainable People Practices’

Other business benefits are demonstrated by leaders noting that the Embrace programme strengthens collaboration across service lines, enhances retention by fostering belonging, and positions EDI as a strong element of the firm’s employer brand, which helps to attract talent in a competitive labour market.

Challenges and Learnings
Grant Thornton emphasises that meaningful EDI work requires an ‘Equity-focused approach’ that prioritises the removal of systemic barriers. Encouraging employees to volunteer self-identity details for demographic data has been an ongoing challenge. This has been addressed by building trust through transparent communication, information campaigns and demonstrating how the data is used to direct initiatives and benefit everyone. The organisation also highlights the importance of continuous improvement and IiD accreditation is viewed not as a destination but as a milestone in an ongoing journey.

Takeaways
For organisations seeking to replicate this approach, the case of Grant Thornton demonstrates the importance of strong governance, collaborative ERGs, evidence-based training, inclusive policies and data-driven decision-making.

By Andrew Campbell-Edie, Irish Centre for Diversity

The Irish Centre for Diversity works in partnership with hundreds of organisations across Ireland to support them with all aspects of their FREDIE journey. Further information – www.ICFD.ie or email - enquiries@ICFD.ie