5 Headcount at 31/12/2021. 6 Headcount at 31/12/2021.

BREAKDOWN BY GENDER5

At 31 December 2021, employees in the age group between 31 and 40 years old represented the 35% of the total, slightly decreasing compared to 2020 (38%). Employees under the age of 30 increased (+24% compared to 2020 on an equivalent perimeter), accounting for 30% of the population. The average age is 37.3, in line with last year.

BREAKDOWN BY AGE6

HEALTH EMERGENCY AND WELLBEING Since the spread of the pandemic, the Company has remained constantly committed to protect its people, taking all necessary precautions to ensure a safe work environment. Strict anti-Covid protocols were introduced in collaboration with expert epidemi- ologists, alongside flexible forms of work organisation (remote working) and reorganisation of Company spaces, including re- shapes of production and workstations.

In particular, circa 15,000 swabs were carried out in 2021. Swab tests are repeated on a regular basis to ensure constant

monitoring. Moncler also continued to produce surgical masks, with the CE mark and approved by the Italian National Institute of Health (ISS) resulting in more than 1.8 million surgical masks used by Group employees during 2021.

Moncler s efforts to find and administer flu vaccines to em- ployees on a voluntary basis continued in 2021. Thanks to con- tinuing collaboration with San Raffaele Hospital, almost 230 employees were vaccinated in 2021.

VOLUNTEERING AND ENGAGEMENT Convinced that corporate volunteering is not only a social respon- sibility tool, but also a means of creating a culture of diversity and solidarity, Moncler decided to focus on two themes in the organ- isation of its initiatives: environment and social partnering with several non-profit organisations since the launch of the first pro- gram in 2018. Stone Island will begin to be involved in this type of initiatives in 2022.

To ensure concrete actions, every employee at corporate offices globally can take off two days a year to dedicate to the vol- unteer activities proposed, choosing among various organisa- tions, types of activities and days.

In 2021, Moncler developed a volunteer program focused on three areas in collaboration with CISOM, Fondazione Francesca Rava and Legambiente: Vaccine campaign: Moncler collaborated with volunteers

and vaccine campaign organisers at the Palazzo delle Scin- tille hub in Milan;

Remote schooling: Moncler supported vulnerable local communities by donating IT tools and participating in a dig- ital education journey;

Environmental protection (Park & Beach Litter): Moncler supported Legambiente by participating in plans to clean up parks and beaches.

Many activities were also developed locally by each region: The Americas region engaged in volunteering activities

ranging from cleaning up parks and beaches to food banks; The APAC region organised volunteering activities aimed at

protecting the poorest segments of society and the environ- ment. In particular, in Hong Kong SAR, where the problem of food waste is particularly relevant, Moncler employees par- ticipated in the Food Reduce Program in collaboration with Food Angel, a non-profit association, supporting the prepa- ration of meals from food donated to the program. Employ- ees were also able to participate in an outdoor clean-up program with the association;

Japan region volunteered for environmental issues, partici- pating in beach cleaning programs.

The Be Warm project was also launched in December 2021 in partnership with Officine Buone. The project consists of partici- pating in an internal competition and donating visual art or musi- cal talent to Italian hospitals, first among all to Istituto Nazionale dei Tumori di Milano. The goal is to offer an opportunity for enter- tainment, while promoting beauty and creativity at hospitals.

Worldwide, 305 employees participated in these programs, for a total of over 2,600 volunteer hours.

Moncler maintains a continuous flow of communication with employees, informing and updating them on decisions, ini- tiatives and activities. In 2021 internal communication continued to play a key role in keeping people connected in light of the on- going health emergency: over 190 messages were sent in 2021.

The communication strategy used a variety of tools includ- ing newsletters, the Instagram channel @MonclerTogether and MONCamp, the Company intranet.

In July 2021, Remo Ruffini and Carlo Rivetti hosted an in- teresting and live session, open to all Group employees, during which the entry of Stone Island in the Moncler Group was dis- cussed directly by the protagonists of the deal.

Meetings open to all employees to illustrate the Group s fi- nancial trends also continued throughout the year. These served as opportunities to explain and celebrate the Group s results and highlight its most important projects. The objective is to create

BOARD OF DIRECTORS REPORT44 45 MONCLER GROUP

2021BOARD OF DIRECTORS REPORT