Loi Avenir Professionnel

MicroPort publishes a “Gender Equality” index for its French entities, based on 4 to 5 indicators calculated out of 100 points:

For the year 2022, the Professional Equality Index between women and men has increased from 81 to 86 points for MicroPort CRM France and from 77 to 83 points for Sorin CRM.

From now on, once the overall score of the equality index is less than 85, the company must set progress objectives “for each indicator for which the maximum score has not been reached”.

Please find below the objectives of progression taken for the Sorin CRM entity, as well as the associated indicators/measures.

1/ Pay gap (current score 33/40)


To guarantee the absence of any unjustified salary differences observed for comparable jobs (same position, equivalent diploma, experience and performance level).


  • Number of corrective measures implemented in the event of unjustified discrepancies for objective reasons brought to the attention of management.
  • During each annual salary increase campaign, managers are reminded of the legal obligations in terms of professional equality and equal pay (salary increases applicable to employees may not be reduced, deferred or eliminated due to maternity or adoption leave, paternity leave or parental leave).

3/ Promotion gap (10/15)

Company precisions: For this index, the notion of promotion is defined as a move to a higher classification level or coefficient. The company monitors the evolution of promotions in the social report, defining promotion as a change of position involving additional responsibilities and an increase in the associated compensation.

It should be noted that in 2022, this internal indicator showed 15 promotions with an almost equal distribution between men and women (8 promotions were for women and 7 for men).


To ensure a balance of promotions (as defined in the index) in ratio between women and men.


  • Rate of change in classification/coefficient by gender.

5/ Number of employees of the under-represented gender among the 10 highest paid (5/10)


To ensure gender diversity in the most highly qualified positions during internal and external sourcing and to present, as far as possible, a female profile in the pre-selected applications for management positions.


  • Number of candidates of the under-represented gender who meet the necessary prerequisites for the position interviewed.
  • Total number of candidates pre-selected for management positions.