EMPLOYEES

Moncler is a company that recently has undergone rapid expansion, as can be seen in the strong growth in its workforce in recent years. The Moncler Group at December 31, 2015 employed a total of 2,424 people (2,249 Full Time Equivalent),

an increase of 38.1% on the previous year.
Growth versus 2014 (669 people) was driven by the expansion of the direct sales network, the acquisition of a production site in Romania (287 people),

the establishment of a joint venture in Korea (97 people), the strengthening of corporate organisational units and the creation of new organisational divisions.
In addition to these people, at the end of 2015 the Group had a total of 117 people under other forms of collaboration (internships, etc.).

 
2014
2015
MEN 610
WOMEN 1.145
+26,7%
+44,2%
773
1.651
TOTAL
1.755
2.424
VAR %
 
+38,1%
EMPLOYEES BY GEOGRAPHIC AREA AND CATEGORIES

Group employees were mostly concentrated in EMEA (including Italy). At the Country level, the largest number of people were employed in Italy (27.6%) and Japan (13.5%).

27.6%
Italy
34.4%
Asia and Rest of the World
10.6%
Americas
27.4%
EMEA (excl. Italia)

White-collars accounted for the largest number of employees, reflecting the Moncler business model in which the largest share of its workforce is concentrated in the retail area(59.6% of the total company workforce is employed in retailing).

67.4%
White collars
8.7%
Professionals
9.9%
Managers
1.7%
Executives and senior executives
12.3%
Workers
TURNOVER

In 2015, 1,591 people were hired by the Group and 891 left. The majority of the new hires were people aged under 30 years (43.1%) and between 31 and 40 years (34.9%).

None of the people who left the Group in 2015 exited through downsizing programmes in connection with company restructuring or rationalization plans.
Negative turnover, that is the percentage of employees

on permanent employment contracts who left the Company, was 22% and consisted primarily of retail personnel, a somewhat “natural” phenomenon considering competition in the sector.

New hires and Group leavers by gender and age TOT MEN WOMEN <30 31-40 41-50 >50
New hires 1.591 432 1.159 685 556 250 100
Group leavers 891 254 637 432 297 110 52
AGE,
LENGTH OF SERVICE,
EDUCATION LEVELS

The majority of the Group’s workforce (37%) is aged between 31 and 40 years; average age is 35.2 years.
With regard to length of service in the Company, the majority of employees has been with the company

for “0–5 years” (86.7% of the workforce), a direct reflection of the Group’s recent rapid expansion. As concerns education levels, the majority of employees had a medium/high-level qualification:

39.4% of employees hold a university degree (or equivalent) and 31.1% had com- pleted their high school education. See also pages 149-150.

EMPLOYEES BY AGE GROUP
37.0%
31-40
7.7%
> 50
19.5%
41-50
35.8%
< 30
EMPLOYEES BY EDUCATION LEVEL
39.4%
University degree or equivalent
20.4%
Elementary/Middle school education
9.1%
Not Mapped*
31.1%
High school education
EMPLOYEES BY LENGTH OF SERVICE
86.7%
0-5 years
7.2%
6-10 years
6.1%
11-22 years
EMPLOYMENT CONTRACTS

A total of 71.5% of people were employed on permanent employment contracts, an increase compared to the previous year, with 92% of them working full-time.
Temporary employment contracts are mostly connected with the seasonal nature of certain business and sales activities. In 2015, 86 temporary contracts were transformed into permanent employment contracts.

Permanent employment contract
Temporary employment contract
70%
71.5%
30%
28.5%
 
2014
2015
Senior management of local nationality  
Emea (including Italy) 100%
Americas 100%
Japan 100%
Korea 100%
China and Hong Kong 89%
Total 98%
NATIONALITY OF LOCAL MANAGEMENT

Moncler operates directly in around 70 Countries around the world through five local offices, where senior management, in collaboration and synergy with corporate offices, manage the respective areas of competence.
Although no specific policy has been adopted, the Group has always privileged the hiring of local professionals with suitable skills and characteristics in order to acquire a stronger understanding of the competitive trends and culture of the local Country.

This approach, together with a strong capacity for organisational integration on a global scale, has created significant value for the Group. Over 98% of senior managers in the various Regions come from the local area, with no substantial difference in gender