Medtech strives to achieve our growth targets all the while respecting responsible ethical rules towards our shareholders, employees, customers and partners.
We are focused on developing higher technological procedures and innovative design by listening to our customer’s needs and by anticipating future requests by providing the most state-of-the-art product possible.
Quality Requirements :
Medtech holds the highest degree of respect and adherence to an overall high-level quality approach. Consequently ROSA® has achieved the necessary and varied certifications which support its conformity with both national and international standards of quality and reliability, namely :
- ISO Standards 13485 and ISO 9001: confirming achievements in required quality management systems for the medical device industry.
- CE mark establishing regulatory requirements achieved, valid within the European Union.
- Health Canada approval which references the country’s requirements governing medical instruments.
- Food and Drug Administration Approval (FDA), allows for the marketing of a medical device in the United States.
Environmental Regulations :
To ensure the most minimal impact to our environment, we strive to optimize our waste management. We maintain that our products respect all the environmental regulations no matter their country of ultimate destination.
Work Regulations :
Within the framework of the decree of January 8, 2019 "implementing the provisions intended to eliminate pay gaps between men and women in the workplace and relating to the fight against sexual violence and gender-based acts at work", Medtech published its gender equality index for the reference year from January 1 to December 31, 2019.
In this index, equality between men and women is assessed on the basis of four cumulative indicators, as provided by article D1142-2 of the French Labour Code:
- Pay gap between men and women
- Difference in individual increases between men and women
- Percentage of employees who returned from maternity leave and received a pay rise on their return
- Number of employees of the under-represented sex among the ten employees with the highest salaries
These indicators are calculated annually and must be published no later than 1 March of year N+1. The company must achieve a score of 75 points / 100. Failing this, it must implement corrective actions within 3 years.
In 2019, Medtech obtained a score of 81 points / 100.
For the year 2020, we obtained a score of 86 points/100, distributed as follows:
- Pay gap between men and women: score 31/40
- Difference in individual increases between men and women: score 35/35
- Percentage of employees who returned from maternity leave and received a pay rise on their return: score 15/15
- Number of employees of the under-represented sex among the ten employees with the highest salaries: score 5/10