Women are often underrepresented in manufacturing companies, in leadership, and in pay.  Tennant recognizes the value diversity brings to the organization and we seek to attract, develop, engage and retain women in our organization.  

A few ways we are approaching the attraction, development, engagement and retention of women in our organization include:

Representation of Women at the C-suite and Board Levels:  Tennant deploys a deliberate selection process for C-suite and Board roles which results in broad and diverse candidate pools of highly qualified talent.  

Pay Equity:  Annually, Tennant Company performs a US gender wage gap analysis to evaluate any gender differences in pay.  

Representation of Women at the C-suite and Board Levels:  Through thoughtful recruitment and internal promotion actions, Tennant Company has established a seasoned top executive team consisting of the best talent available in their respective areas.  As of December 2021, women represented 57% of our executive management team and 33% of our Board of Directors.  

Pay Equity:  Tennant completes an annual gender wage gap analysis.   The analysis completed in November 2021, showed the median income for women working full time at Tennant Company in the United States was reported to be 98.76% (Unadjusted Pay Gap) as compared to their male counterparts. In other words, women at Tennant were seen to be making 98.76 cents to every $1 men earned.  To put this figure in context, Tennant’s wage gap findings were compared to the national and industry figures. According to the national statistics published by BLS in 2020, women made 82.3% of the earnings made by males. 

The Adjusted Pay Gap at Tennant was found to be 100%, on average, after controlling for variables such as title, grade, and work location, that are legitimate and non-discretionary reasons for pay difference.  This analysis suggests there is no evidence of a pay gap in the United States at Tennant Company.