Minerva Innovation Group Snapshot
Accounting & TaxIndustry
Mission
Our mission is to provide an ethical, consultant-led service and advise SMEs on their R&D funding eligibility.
Vision
Our vision is to ensure all qualifying SMEs can access R&D funding, enabling business growth and positive contributions to science.
Values
We are honest, diligent, forward-thinking and committed to diversity, inclusion, and work-life balance, which is why we introduced our Equal Parental Scheme —offering one year and five weeks of parental leave, regardless of gender (see The Herald for more details: https://www.heraldscotland.com/news/24715030.i-never-understood-parental-leave-wasnt-equal/).
Our mission is to provide an ethical, consultant-led service and advise SMEs on their R&D funding eligibility.
Vision
Our vision is to ensure all qualifying SMEs can access R&D funding, enabling business growth and positive contributions to science.
Values
We are honest, diligent, forward-thinking and committed to diversity, inclusion, and work-life balance, which is why we introduced our Equal Parental Scheme —offering one year and five weeks of parental leave, regardless of gender (see The Herald for more details: https://www.heraldscotland.com/news/24715030.i-never-understood-parental-leave-wasnt-equal/).
Minerva Innovation Group was voted a Fair and Healthy Workplace of the Year finalist at the Glasgow Business Awards 2025.
We are an award-winning boutique research and development funding specialist firm (see The Herald, The Scottish Farmer, and Scottish Financial News).
Recruitment and Retention
As part of our commitment to creating equal opportunities, we recruit through individualised assessment, moving from formulaic CV-only assessments to competence-based exercises and interviews. It also ensures our team remains culturally homogenous. We enjoy exceptional retention rates because our employees feel valued, challenged, and empowered to grow.
Working Environment
We are committed to diversity, inclusion, and work-life balance, which is why we introduced our Equal Parental Scheme—offering one year and five weeks of parental leave, regardless of gender (see The Herald for more details: https://www.heraldscotland.com/news/24715030.i-never-understood-parental-leave-wasnt-equal/).
We believe in the concept of being part of a “work family” and host weekly virtual socials to bring the team together, no matter where they are based. Twice a year, we fly everyone in from across the UK and Ireland for social events, giving our remote team the chance to connect and bond. Although non-mandatory, attendance is always 100% —people genuinely want to be there.
Rewarding Performance
Salaries are significantly higher than both the national minimum wage and the real living wage. To reward performance, we pay a bonus in March and December, a 10% annual bonus, and a bonus for each new client. Each employee knows that a positive individual and team performance will be rewarded, whether in the form of promotions, cash bonuses, additional annual leave days, peer-to-peer recognition, or gifts.
Mental Health and Wellbeing
Mental health and wellbeing are key priorities and we support a good work/life balance by ensuring work does not “get in the way” of more important things. In addition to our “flexi-hour” and “flexi-location” practices, we offer 5 weeks of annual leave plus additional annual leave days as part of regular performance incentives; 2 weeks of paid sick leave; equal parental leave of 1 year and 5 weeks for mothers and fathers (see The Herald for more detail); full private healthcare (including private GP and specialised mental health therapy sessions); as well as an “open door” policy where employees can discuss any professional or personal concerns they may have.
Gender Equality & Workplace Inclusion
Gender equality is a priority, and we are committed to building a diverse team across all levels of the company. One of our key initiatives is our equal parental leave policy, which provides a full one year and five weeks of leave to all parents, regardless of gender. This forward-thinking policy, which has been covered in the media, reflects our commitment to gender equality and supports employees in balancing their professional and personal lives.
Charitable Contributions
We regularly donate to MyelomaUK (a charity focused on the incurable blood cancer myeloma and its related condition), HEROS (a charity focused on rehoming and retraining ex-racehorses), and Be Someone's Santa (a local charity focused on providing Christmas gifts to children from less affluent backgrounds), amongst others
We are an award-winning boutique research and development funding specialist firm (see The Herald, The Scottish Farmer, and Scottish Financial News).
Recruitment and Retention
As part of our commitment to creating equal opportunities, we recruit through individualised assessment, moving from formulaic CV-only assessments to competence-based exercises and interviews. It also ensures our team remains culturally homogenous. We enjoy exceptional retention rates because our employees feel valued, challenged, and empowered to grow.
Working Environment
We are committed to diversity, inclusion, and work-life balance, which is why we introduced our Equal Parental Scheme—offering one year and five weeks of parental leave, regardless of gender (see The Herald for more details: https://www.heraldscotland.com/news/24715030.i-never-understood-parental-leave-wasnt-equal/).
We believe in the concept of being part of a “work family” and host weekly virtual socials to bring the team together, no matter where they are based. Twice a year, we fly everyone in from across the UK and Ireland for social events, giving our remote team the chance to connect and bond. Although non-mandatory, attendance is always 100% —people genuinely want to be there.
Rewarding Performance
Salaries are significantly higher than both the national minimum wage and the real living wage. To reward performance, we pay a bonus in March and December, a 10% annual bonus, and a bonus for each new client. Each employee knows that a positive individual and team performance will be rewarded, whether in the form of promotions, cash bonuses, additional annual leave days, peer-to-peer recognition, or gifts.
Mental Health and Wellbeing
Mental health and wellbeing are key priorities and we support a good work/life balance by ensuring work does not “get in the way” of more important things. In addition to our “flexi-hour” and “flexi-location” practices, we offer 5 weeks of annual leave plus additional annual leave days as part of regular performance incentives; 2 weeks of paid sick leave; equal parental leave of 1 year and 5 weeks for mothers and fathers (see The Herald for more detail); full private healthcare (including private GP and specialised mental health therapy sessions); as well as an “open door” policy where employees can discuss any professional or personal concerns they may have.
Gender Equality & Workplace Inclusion
Gender equality is a priority, and we are committed to building a diverse team across all levels of the company. One of our key initiatives is our equal parental leave policy, which provides a full one year and five weeks of leave to all parents, regardless of gender. This forward-thinking policy, which has been covered in the media, reflects our commitment to gender equality and supports employees in balancing their professional and personal lives.
Charitable Contributions
We regularly donate to MyelomaUK (a charity focused on the incurable blood cancer myeloma and its related condition), HEROS (a charity focused on rehoming and retraining ex-racehorses), and Be Someone's Santa (a local charity focused on providing Christmas gifts to children from less affluent backgrounds), amongst others
