Based in Cumbernauld, North Lanarkshire, CMS Window Systems employs over 220 members of staff plus 15 apprentices, and is one of Scotland’s fastest growing manufacturing businesses.
CMS specialises in the design, manufacture and installation of PVCu, aluminium and timber aluminium composite windows, doors and curtain walling. It also provides cladding systems and external wall insulation.
When CMS implemented the Living Wage, almost half of its staff received a pay increase. This appears to have had a strong positive impact on the business, with CMS benefiting from a 40% improvement in staff absence and staff turnover rates.
Speaking to Anna West, HR Manager, we discovered that the ethos of the company positively reflects the arguments for the Living Wage- namely the benefits to business, to individual employees and their families, and wider society.
Anna said:
“Our people are without doubt our most valuable asset and are fundamental to the success of CMS. We make considerable investment in our people and aim to nurture and protect that investment”.
In addition to the Living Wage, CMS also invests in staff through training and development. At CMS they believe investment in staff training and developmentis directly connected to the success of the business.
“We take a comprehensive approach to training where skills training and competence is a priority. Staff have access to a range of training including SVQ’s & Modern Apprenticeships, further education opportunities, job specific training as well as training in management and supervisory development.
We recognise the need to improve leadership, management and employee performance to increase the effectiveness and efficiency of the company. “Through investing in training and development, we aim to influence operational, motivational, cultural and behavioural changes in our organisation and as a result positively impact not only our business and its employees but our partnering organisations and customer base too. But a balance between work and family commitments is also recognised as important.”
Anna told us:
“We believe that a good work/life balance ensures a more effective and efficient work force. We have a comprehensive section concerned with all our “good work” policies in our employee handbook covering maternity, paternity, parental and adoption leave and flexible working. CMS also believes that there is a strong business case for the Living Wage.
Anna revealed:
“Paying the Living Wage means we are finding it easier to recruit and retain good employees. “Being an accredited Living Wage Employer also makes attracting talent easier and therefore the recruitment process itself is also more efficient. The Living Wage is just one of the ways in which to reward and recognise the contribution the staff at CMS make to the business. CMS has also been awarded with the Investors in Young People Award and a Gold Investors in People Award.
Anna said:
“From an ethical perspective, I feel strongly that we are making a real difference to our employees lives and that there is then a knock on effect on the local community and economy. “We feel that the Living Wage accreditation is further evidence that we take our responsibilities as an employer seriously”.
Rachel Clark:
“My wages practically doubled overnight with the introduction of the living wage and I was able to afford driving lessons and go out with my friends more. I have since passed my test and bought a brand new car. It has made me feel appreciated at work and motivates me to give 100% effort.”
George Wallace:
“I feel very motivated to do my job well as I am being paid a good wage.”
Chloe Goode:
“Being paid the living wage gives me a sense of pride as I am earning my own money and doing well in a job I enjoy.”