Il Tempo: Imprese, Mei (Grant Thornton): "Sfida è integrare rendicontazione con contesto geopolitico"

Verona, 12 mar. -(Adnkronos) - "Noi come Grant Thornton interveniamo nella fase finale del processo di sostenibilità, quella della verifica della rendicontazione: controlliamo che il report sia stato redatto secondo i principi di riferimento”. Lo ha dichiarato Enrico Mei, partner di Grant Thornton, intervenendo alla quinta edizione di LetExpo, manifestazione di riferimento per il settore della logistica e dei trasporti. “Il quadro normativo è però in una fase di grande cambiamento – ha spiegato – perché il pacchetto Omnibus ha proposto una semplificazione attraverso due modalità principali: da un lato l'innalzamento delle soglie per i soggetti obbligati alla rendicontazione completa, dall'altro l'introduzione di principi più semplificati che possono essere adottati su base volontaria”.
“A questo si aggiunge la direttiva cosiddetta ‘stop the clock', che ha posticipato l'obbligatorietà della predisposizione della reportistica”, ha aggiunto Mei, sottolineando come la direzione intrapresa dalle istituzioni sembri ormai orientata verso una maggiore semplificazione. “Data per certa questa traiettoria – ha proseguito – la nuova sfida diventa capire la compatibilità e l'intreccio della rendicontazione di sostenibilità con l'attuale contesto geopolitico, segnato da conflitti e instabilità”.
Secondo il partner di Grant Thornton, infatti, anche il concetto stesso di sostenibilità sta evolvendo: “Il tema si sta progressivamente muovendo verso questioni come la sicurezza energetica e la comprensione di come trattare l'industria della difesa. Oggi esistono due visioni: la prima tende a escludere il settore della difesa dal mondo ESG; la seconda ritiene invece che senza sicurezza non possa esistere stabilità economica e che, senza stabilità economica, diventi difficile perseguire obiettivi ambientali e sociali”. “In questo contesto – ha concluso – si sta affermando l'idea che, oltre alle dimensioni ambientale, sociale e di governance, la rendicontazione possa dover considerare anche il contributo alla sicurezza e alla stabilità geopolitica. Come revisori della sostenibilità osserveremo con molta attenzione le prossime evoluzioni, perché questo sarà uno dei temi più rilevanti dei prossimi mesi”.

Businesses, Mei (Grant Thornton): "Challenge is to integrate reporting with geopolitical context”

Verona, March 12 – (Adnkronos) – “We at Grant Thornton intervene in the final phase of the sustainability process, that of verification of reporting: we check that the report has been prepared according to the reference principles.” This was stated by Enrico Mei, a partner at Grant Thornton, speaking at the fifth edition of LetExpo, a reference event for the logistics and transport sector. “However, the regulatory framework is in a phase of great change – he explained – because the Omnibus package has proposed simplification through two main methods: on the one hand, the increase in thresholds for subjects subject to full reporting, and on the other, the introduction of simpler principles that can be adopted on a voluntary basis.”

“This is added to by the so-called ‘stop the clock’ directive, which has postponed the obligation to prepare reporting,” Mei added, emphasizing how the direction taken by institutions seems now oriented towards greater simplification. “Given for certain this trajectory – he continued – the new challenge becomes understanding the compatibility and intertwining of sustainability reporting with the current geopolitical context, marked by conflicts and instability.”

According to the Grant Thornton partner, the concept of sustainability itself is also evolving: “The theme is gradually moving towards issues such as energy security and understanding how to deal with the defense industry. Today there are two visions: the first tends to exclude the defense sector from the ESG world; the second instead believes that without security there cannot be economic stability and that, without economic stability, it becomes difficult to pursue environmental and social objectives.” “In this context – he concluded – the idea is emerging that, in addition to environmental, social and governance dimensions, reporting may also have to consider the contribution to security and geopolitical stability. As sustainability auditors, we will carefully observe the next developments, because this will be one of the most relevant themes of the coming months.”

#GrantThornton #Challenge #Verona #Thornton #EnricoMei #fifth #LetExpo #first #second

https://www.iltempo.it/adnkronos/2026/03/12/news/imprese-mei-grant-thornton-sfida-e-integrare-rendicontazione-con-contesto-geopolitico--46778596/

Adnkronos - ultimoratop: Imprese, Mei (Grant Thornton): "Sfida è integrare rendicontazione con contesto geopolitico"

(Adnkronos) - ‘pacchetto Omnibus va verso una semplificazione della rendicontazione’

Businesses, Mei (Grant Thornton): "The challenge is to integrate reporting with geopolitical context"

(Adnkronos) - ‘omnibus package heading towards a simplification of reporting’

#GrantThornton

https://www.adnkronos.com/economia/imprese-mei-grant-thornton-sfida-e-integrare-rendicontazione-con-contesto-geopolitico_1ULLOSgExsyIn5ri5VUw3K

Government commissioned research reveals whistleblowers have no faith in the system to protect them

A research report published this July by the new Labour government has painted a devastating picture of the failure of the culture of the whistleblower system in the United Kingdom.

The report, originally commissioned by the Tories under Rishi Sunak, and undertaken by researchers at Grant Thornton, one of the big accountancy firms, pulls no punches. It reveals how whistleblowers, whether in industry, the NHS and other public bodies, see a failure by the courts, employers, and even those appointed to help them, to protect them.

The sad news is the report, commissioned by the Department of Business and Trade, looks like remaining on the shelf – and the one improvement planned by the justice ministry could make matters worse. It plans to appoint 50 new employment tribunal judges to handle an increase in whistleblowing cases, among other issues, following the implementation of the new Employment Rights Act. For those who follow my blogs, they will know, they are more than often part of the problem, not the solution.

For a start whistleblowers found the terms used to describe whistleblowers as vague and confusing.

The report notes that terms like “reasonable belief,” “public interest,” and “worker” are seen as subjective, vague, inconsistent, and narrow, creating uncertainty about whether protections actually apply. One whistleblower expressed surprise when an Employment Tribunal decided their concerns didn’t meet legislative requirements despite their employer telling them they did.

The majority of whistleblower participants reported feeling victimized by their employer after blowing the whistle. The research found that many whistleblowers believed the framework doesn’t provide effective protection in practice. The “protection” offered is essentially just the right to seek redress after harm has already occurred, not proactive prevention of retaliation.

Multiple barriers for whistleblowers

Multiple barriers existed for whistleblowers when their case came before an employment tribunal. These included:

Resource imbalance: They lacked time, money, knowledge, and skills compared to their employers Mental toll: The process was described as complex, draining, and requiring resilience many didn’t have Evidential burden: Proving detriment was directly related to their disclosure was extremely challenging Delays: Tribunals experience significant delays

Time limits: Strict deadlines created additional barriers

Unfair treatment: Limited access to evidence and risks around non-disclosure agreements

Lack of trust: Many didn’t believe tribunals would be balanced or deliver meaningful

Nor did whistleblowers find people designated to help them such as regulators much good.

They found they could not protect them from detriments or victimisation. Some were conflicted particularly where there had been regulatory failure.

Several whistleblowers stated it was “not easy” to blow the whistle internally: They found:

• Little faith in the process based on previous experience
• Fear of retaliation after hearing stories from others
• Restrictions from non-disclosure agreements
• Conflicts of interest when those receiving reports were implicated
• Lack of independence in investigations
• Concerns not being properly investigated or addressed
• No feedback or perceived remedies

The report describes the huge tolls on whistleblowers. At employment tribunals,phrases from whistleblowers included: public execution,exhausting, beyond difficult, miserable. complex, ardous, horrible and abusive, soul destroying,toxic and unsafe.

Litigants in person fared worse with descriptions that they were not treated respectfully by judges, lawyers and other parties and that they were not impartial.

Many stated they would not blow the whistle again due to negative experiences

Cases that involved international jurisdictions were even more complicated with slow co-operation from countries and regulators abroad.

The report makes suggestions for change. These are:

• create a central body for whistleblowing
• ongoing engagement and research to assess and monitor all aspects of the GB
  framework
• efforts to improve effectiveness should be multifaceted and monitored
• improved mental health support for individuals
• legal advice and a degree of financial security while the claim progresses
• consideration of disincentives and incentives, for example implementation of a United
  States style reward system

I contacted the ministry about the report:

A Government spokesperson said:

“The Employment Rights Bill will strengthen protections for whistleblowers reporting sexual harassment at work and extend time limits for bringing tribunal claims from three to six months.

“We are also fixing the employment tribunal system by ensuring more cases are resolved before reaching them and recruiting more Employment Judges.”

They said that didn’t regard the report’s conclusions as firm recommendations and many of the suggestions were outside the remit of the ministry.

The full report can be read here.

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#departmentOfBusinessAndTarde #employmentRights #employmentTribunals #grantThornton #mentalHealth #news

Astrik and Grant Thornton Partner with JS Bank to Automate IFRS 9 Expected Credit Loss (ECL) & Effective Interest Rate (EIR) Framework

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GT Advisors invest $1 billion to equip with AI tools

Rollout of Microsoft 365 Copilot expected to seed significant productivity gains   CHICAGO — Grant Thornton Advisors LLC (Grant…
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