Sustainability governance
In order to further integrate sustainability into its business, the Moncler Group has implemented a governance that involves the interaction of various bodies dedicated to supervising and managing social and environmental topics.
The Sustainability Unit, headed by the Group’s Chief Sustainability Officer, is responsible for proposing the Group’s sustainability strategy, identifying, promptly reporting to senior management and handling together with the relevant functions the risks, opportunities and impacts linked to sustainability topics, including those relating to climate change, biodiversity and human rights, as well as for identifying areas and projects for improvement, thereby contributing to the creation of long-term value. It also prepares the Consolidated Sustainability Statement and spreads a culture of sustainability within the Group. Lastly, the Unit promotes dialogue with stakeholders and, together with the Corporate Affairs and Investor Relations function, promotes dialogue with institutional investors and stakeholders in general and handles information requests from sustainability rating agencies and socially responsible investors (SRIs).
“Ambassadors” have been identified within each corporate department; they are tasked with raising awareness of social and environmental issues among the departments in which they operate and promoting sustainability initiatives consistent with the Group’s objectives. In addition, Sustainability Data Owners are responsible, each for their respective area, for data and information published in the Consolidated Sustainability Statement and for achieving the objectives set out in the Sustainability Plan.
In this context, the Group has also established an ESG Committee at executive level. The Committee, chaired by the Chief Sustainability Officer, brings together the executive representatives of the Group’s main corporate functions and plays a central role in overseeing and guiding the management of environmental and social topics, favouring a structured and integrated approach. In particular, the Committee facilitates cross-functional coordination in cases requiring collaborative, cross-team efforts and is responsible for monitoring progress against the targets defined in the Group’s Sustainability Plan.
As further confirmation that sustainability is a shared approach promoted by senior management, a Control, Risk and Sustainability Committee is established at Board level. The Committee is composed of three non-Executive Directors, the majority of whom are independent. The Committee was entrusted by the Board of Directors with supervising sustainability topics, including the related risks and impacts, connected to the conduct of business activity and the dynamics of its interaction with stakeholders, formulating strategic sustainability guidelines and the relevant action plan (Sustainability Plan), including topics such as climate change, biodiversity and human rights, and examining the Sustainability Statement.
The main sustainability topics analysed are periodically submitted to the Board of Directors, after consultation with the Control, Risks and Sustainability Committee, including:
- the adequacy of the organisational, administrative and accounting structure of the Company and its strategically important subsidiaries, with particular reference to the ICRMS (Internal Control and Risk Management System), ensuring that risks, including sustainability risks (e.g. related to climate change, biodiversity and human rights), are correctly identified, measured, managed and monitored;
- the strategic sustainability guidelines and the related action plan (Sustainability Plan), which includes short and medium/long-term objectives related to the material impacts, risks and opportunities for the Group, including climate change, the energy transition and the protection of human rights; the Board of Directors is also informed at least every six months about the progress of the projects that contribute to the achievement of the objectives of the Sustainability Plan;
- the Sustainability Statement and the double materiality analysis;
- social and environmental policies;
- the Remuneration Policy, which provides for the integration of sustainability objectives into the remuneration system (both short- and medium-/long-term) and the consequent alignment of top management remuneration with the company’s sustainability strategy, which includes targets related to the reduction of greenhouse gas emissions;
- in general, sustainability topics (including those related to climate change, biodiversity and human rights) related to the Group’s activity and its interactions with stakeholders.
CONTROL AND MONITORING SYSTEMS
At Group level, a whistleblowing system is in place, with the aim of effectively managing and quickly detecting reports about any illegal behaviour and failure to comply with the rules, regulations, internal procedures and value principles, and adopting the appropriate measures while providing the option of anonymity of the whistleblower. Any stakeholder, whether internal or external to the Group, who, in good faith, reports an anomalous behaviour or an alleged or actual violation of the Code, is protected from retaliation, discrimination or penalisation.
Once a report has been received through the whistleblowing channels, the Head of Internal Audit promptly analyses all the information and responds to the whistleblower; depending on the type of alleged violation, the Head of Internal Audit is responsible for sharing the report with any directly interested functions; in particular, in the case of alleged violations in the area of discrimination and harassment, they are shared and handled with the Human Resource function of the relevant region. If the issue raised is very serious and/or complex, the Head of Internal Audit is tasked with starting an immediate investigation, also requesting support from other corporate functions, such as Asset Protection, Legal, Compliance, Human Resources, ICT and Sustainability, as well as from competent external consultants, in order to conduct investigations and controls aimed at understanding what happened. For example, in response to any reports of discrimination or harassment, the Head of Internal Audit promptly involves the Human Resources Function of the Region in question. Where appropriate, in relation to the seriousness of the incident, immediate measures are put in place, up to termination of the contract with the employee, other staff member or supplier involved. The whistleblower is notified of the closure of the investigation in traceable form via an IT platform. At least every six months, the Internal Audit Function reports to the Board of Directors on the cases investigated.
The Moncler Group has provided whistleblowers with an ad hoc web platform and telephone lines – which are managed by a specialised third party and available at all times at the global level – for recording and managing reports from employees, suppliers, clients and counterparties of all the Group companies. The Web platform is available in Italian, English, Chinese, Japanese, Korean, French, German, Turkish, Arabic and Romanian, while the telephone operators speak the language of all the countries where the Group is present through its network of stores. The platform ensures, inter alia, full compliance with international privacy regulations (processing of sensitive and personal data).
In 2025, the whistleblowing procedure was again shared with the entire company via ad hoc newsletters and is available on the company intranet. The human resources managers of the Regions were made aware of the importance of whistleblowing and how to report it through one-to-one meetings or video conferences. In addition, the mandatory course on the Code of Ethics includes a section dedicated to the use of the whistleblowing channel.
In addition, an important role is played by the internal control system, which operates in all areas of the Group where ensuring compliance with laws, regulations, codes of ethics and internal standards is particularly important in order to protect the sustainability, reputation and operational continuity of the entire organization (including the protection of customer privacy, the protection of competition in the market, the risks of corruption and/or money laundering, insider trading, conflict of interests and customer privacy). In 2025, the audit activities, the reports of illicit acts and the communication flow of the Compliance function as well as the Human Resources function did not highlight any breach of regulations, codes of ethics and internal procedures in the areas mentioned above.
Furthermore, during the reporting year, no fines, penalties or convictions related to corruption and bribery cases were recorded.