Canford is probably best known for its catalogue and website listing over 15,000 items aimed at those who use or install audio video and communications equipment. The sheer breadth of that target market has meant that Canford has had both the pleasure and responsibility of serving hundreds of thousands of clients since its formation in 1976.

From the earliest days those clients have ranged from major national broadcasters to one-man businesses and from remote island based customers to a surprising number of FTSE 100 companies. The expectations of those large organisations have meant that Canford has had to maintain a remarkably high standard of customer service and compliance since the beginning. Despite its growth over those years, Canford has always attempted to maintain a very personal approach to its customers and takes great care to maintain that ethos. Of course it is now possible to buy via the internet but if you want to call and talk, you will not be confronted by automated responses, only fellow humans!

Panamic is seen by many in the film and TV industry as the best in their field and have been used by such luminaries as Steven Spielberg and Stanley Kubrick in their productions. A sound pedigree which extends back to 1972 when award winning sound recordist Colin Charles began manufacturing the world’s first carbon-fibre poles in Watford. Canford acquired Panamic in 2007 when Colin retired, and transferred manufacturing to Canford’s Portland (Dorset, UK) site, where hand assembly continues.

Today, Panamic Boom Poles are distributed around the globe by Canford and a network of dealers to all the hotbeds of film and TV production from Bollywood to Hollywood.

Side viewPanamic boom pole

PANAMIC MINI BOOM 4 section, 0.73 – 2.25 metres

Poles Apart

Leaders in the sound industry

Panamic is seen by many in the film and TV industry as the best in their field and have been used by such luminaries as Steven Spielberg and Stanley Kubrick in their productions.

Precision positioning

The Panamic is strong with superb balance and is quickly and easily adjustment without sticking or binding.
The poles light Carbon Fibre construction reduces bend helping ensures precision positioning.

highest quality

Panamic boom poles are hand-crafted in the UK from the highest quality carbon fibre.
Panamic carbon-fibre boom poles are designed so that, in the event of damage, all components can be replaced by the user.

Meet The Team

Our people make the difference, and together form the team who make Canford. Together we strive to design, develop and manufacture distinctive products, deliver great customer service, create industry leading technical publications and provide customers with unrivalled support. Right now, we are a team of over 130, and collectively possess 1886 years of experience, all of which gained here at Canford. We are Canford, and we’re pleased to meet you!

Team Canford

Right now, we are a team of over 130, and collectively possess 1886 years of experience, all of which gained here at Canford.

Languages – English, German, French, Hungarian, Russian, Latvian, Hindi, Malayalam and Tamil (Spanish, Arabic, Dutch and Italian, written only)

Vita Gorkina

Panamic Product Manager & Canford International Business Development Manager

Start date: 08 April 2013

Languages – Russian, Latvian and English

Laura Pavey

Senior Production Engineer (Canford Portland)

Start date: 17 August 1998

Languages – English

Company Policies

A little information on some of the company wide policies in place at Canford.

Two Year Guarantee

The commitment to quality and reliability is demonstrated by the two-year guarantee on all Canford manufactured products. Reliability comes from attention to detail during the design and manufacturing processes and comprehensive testing of the finished product. Pride is taken in the virtually zero returns rate and it is a measure of the success of the manufacturing and distribution operation that Canford manufactured products are to be found in over 50 countries of the world (at the last count).

Customer satisfaction is paramount, so for Canford, ISO9001:2015 is not just a symbol on the Quality logo - BS EN ISO 9001:2015letterhead, it is a framework that embodies the philosophy of quality and continual improvement on which the company is built. Canford has been an ISO9001 quality registered company since 1995 and every aspect of the business is driven by these principles. Teams drawn from all areas of the company undertake a rolling schedule of audits. In addition, a comprehensive external audit is carried out every six months by SGS, an IRCA and UKAS registered verification company. Canford Audio Quality Policy – BS EN ISO 9001:2015

CE / RoHs / WEEE

Canford is committed to ensuring that its products meet, or exceed, the requirements of all applicable European directives. These include electrical safety, electromagnetic compatibility standards (EMC) and environmental directives (RoHS and WEEE). The company operates a continuous programme of assessment and testing and where appropriate, products are CE and WEEE marked, as required by law.

Health and Safety

The aim of the Company is to provide an environment which will ensure, so far as is reasonably practicable, the health and safety of Contractors, Customers, Visitors and the Public and to comply with all statutory provisions current from time to time for the health and safety of its employees while at work. In pursuing these aims the Company will take all reasonably practicable steps to provide and maintain safe premises, plant equipment and methods of work, and ensure that individuals use such premises, plant and equipment in a safe manner.

The Company will ensure that management will be actively involved in furthering the Company’s aims regarding health and safety. This, together with fire and security, will be considered as priority items in their normal management functions.

The Company will provide adequate information, instruction and training to develop safe methods of work and will ensure that, in the planning, design and modification of premises, plant and equipment the health and safety aspects are fully considered and communicated. They will provide protective clothing and equipment where necessary and employees are required to use them. The Company will review and develop as required the procedures and controls needed to achieve the statutory standards for health, safety and welfare. It will also review as necessary, existing arrangements for encouraging the co-operation of its employees in all aspects of Health and Safety.

Application of the policy
Mr John Slider, is responsible for the implementation of the policy through the members of his Executive Team, and any other members of staff reporting directly to him. The primary responsibility for establishing and maintaining a safe place and safe methods of working rests with those members of the executive team in charge of Departments: similarly Departmental Managers and Supervisors within their sphere of influence are also required to:-

  1. Review the policy objectives outlined above to determine necessary action and act upon it.
  2. Ensure that personnel for whom they are responsible are adequately informed and instructed on safe working requirements and practices, including the appropriate use and transport of articles, materials and substances.
  3. Establish to the best of their abilities that other persons working on or visiting any of the Company establishments act in accordance with local safety requirements.
  4. Maintain the high standards of housekeeping essential to accident prevention.

The 1974 Health and Safety at Work Etc. Act sets out that ‘it is the duty of each employee to take reasonable care for the health and safety of himself and other persons who may be affected by his acts or omissions at work’ . The 1999 Management of Health and Safety at Work Regulations requires employees to inform their employer when there is a serious hazard or when the systems to deal with a serious hazard are defective. The Managing Director is concerned to obtain the co-operation and involvement of each employee to achieve the prevention of accidents and the avoidance of injury and risks to health.

Equal Opportunities

In accordance with the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976 and the Disability Discrimination Act 1996, it is the Company’s policy not to discriminate on the grounds of sex, sexual orientation, race, colour, nationality, ethnic origin, religion, age, marital status or disability.

All employees of Canford Group are responsible for ensuring that where decisions are made concerning individuals (e.g. employment, promotion, training, treatment, remuneration, hours etc.) there is no indication of:

  • Personal prejudices influencing decisions.
  • Indirect discrimination i.e. policies or practices having an adverse impact on women, ethnic minorities, people with disabilities or older workers.

The Human Resource Manager has the ultimate responsibility for ensuring that all employees follow the guidelines set out in the Policy.

The recruitment process
Advertisements will not contain any criteria, which can be seen to be discriminatory, or which exceeds the actual requirements of the job. All job descriptions and specifications should be clear, accurate and unbiased. Regardless of the methods of recruitment used (e.g. employment agencies, advertisements etc) the process must be fair to all potential applicants. In accordance with the Rehabilitation of Offenders Act 1974, candidates with spent convictions will be considered on their merits, as with any other applicant.

Members of staff conducting selection interviews have been briefed on interviewing techniques and are fully aware of the relevant areas of law. Care must be taken by the interviewer to avoid questions, which may be construed, as discriminatory and a clear record of the interview must be made.

Canford Group is committed to providing equal access to training and development for all employees, regardless of gender, sexual orientation, race, colour, nationality, ethnic origin, religion, age, marital status, or disability. The provision of training shall not be subject to any unnecessary age restrictions. All employees who can benefit from a particular training course should be encouraged wherever practicable.

Appraisals, performance reviews and assessments of an employee potential shall be conducted totally without bias. All employees, but specifically those in a minority, should be encouraged (wherever practicable) to apply for suitable promotions.

Victimisation and harassment
Any complaints of victimisation or harassment will be dealt with seriously and will be viewed as serious offences under the Company disciplinary procedure.

Application forms will request details of sex, age, disability and ethnic origin. This data will be used solely for the purposes of monitoring equal opportunities.

Regular examination of the data and the effectiveness of the Policy shall be carried out. From time to time the Policy will be amended to account for changes in the law.

Environmental policy


  1. To ensure that the Company fulfils all its statutory responsibilities, and complies with the regulatory codes of practice using the best available techniques not entailing excessive cost to protect the environment from damage.
  2. To have a managed programme to achieve standards appropriate to each type of environment impairment and by periodically revising standards to produce an on-going improvement.

Programme will include

  1. The assessment of pollution risk associated with purchased materials and their methods of disposal.
  2. The monitoring of outputs to the environment.
  3. The selection and monitoring of processes with regard to the pollution risk of end products and by products.
  4. The re-cycling of waste products, both within the Company and via outside agencies.
  5. The incorporation of energy conservation as a management strategy to reduce costs and protect the environment.
  6. Co-operation with environmental agencies such as water and river authorities.
  7. The maintenance and improvement of the sites on which the Company operates.
  8. The communication of the policy to all employees to encourage their active participation.
  9. The means to monitor the application and effectiveness of the policy.

If you’re looking for website policies, including our Privacy Policy, see the information centre.