Case study

Stanair Industrial Door Services

Age Positive Champion

We are a company of 64 employees, specialising in Industrial and Commercial Doors, and Security Products. We employ people aged from 16 to 70.

We retain our workforce well into their later years and retrain them. This allows us to keep and use their skills, and it gives us a tremendous bank of knowledge and experience. There is no official retirement age – each case is treated individually, and the decision to retire is mutually agreed.

Michael Markham, Managing Director

OUR AGE POSITIVE GOOD PRACTICE:

Training

Several of our office staff are of a mature age and were when we employed them. We particularly try to retain our Engineering workforce well into their latter years. We re-train them and move them into a variety of management, technical, training and surveying positions. This allows us to keep and utilise their core skills in their new positions. All staff undergo continuous training throughout their employment. This was one of the reasons we received a National Training Award in 2002.

Retention

Workers are encouraged to continue working for as long as they want and are able to.

Retirement

There is no official retirement age. Each case is treated individually. Employees know they have a job for as long as they want one, choosing to retire when they want to or when they can longer do the job to a reasonable level. The decision to retire is mutually agreed.

BENEFITS OF OUR GOOD PRACTICE:

When we retrain and retain our employees, it gives us a tremendous bank of intellectual property and experience. It also gives us back up support when we become exceptionally busy and allows us to meet the ebbs and flows of customer demand. We have a very happy workforce, willing to go the extra mile for the organisation.

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