DIVERSITY, EQUITY AND EQUAL OPPORTUNITIES

The Group operates in an international and multicultural context, and regards diversity as an asset to be valued, as well as a source of competitive advantage.
 
Welcoming everyone, valuing diversity and expressing ourselves always are core aspects of the corporate culture and crucial to its growth and way of doing business. The Group thrives in diversity and engages in dialogue with all generations and cultures, aware that diversity is a resource, an opportunity for enrichment and an asset that makes companies stronger in global challenges.
 
As stated in the Moncler and Stone Island Codes of Ethics, in the Human Rights Policy approved in 2023, and in line with an inclusive approach, no form of discrimination on the basis of ethnicity, skin colour, gender, sexual orientation, religion, nationality, age, political opinion, trade union affiliation, marital status, physical or mental disability, or any other status or personal characteristic is tolerated. Respect for diversity and equal opportunities and the prevention of all types of discrimination are principles that the Group is committed to ensure at all stages of employment, from the recruitment process to the definition of remuneration, to opportunities for professional growth, through to the conclusion of the employment relationship.
 
Since 2020, the commitment to strengthen the culture of inclusion and diversity, both within and outside the Group, has led to embrace in a Diversity, Equity & Inclusion (DE&I) journey
 
The Diversity, Equity and Inclusion Committee promotes inclusion and diversity in all their forms within the Group. It reports to the Nomination and Remuneration Committee, with which it shares the strategy and reports on the actions taken. The DE&I Committee aims to assess current internal policies and initiatives, defining a clear vision that, in line and synergy with the business, enables the Group to achieve outstanding levels in DE&I, developing areas of improvement, launching new initiatives and projects on diversity and constantly monitoring and measuring the progress made, with particular regard to the peculiarities of the communities where the Group operates.
 

The DE&I Committee relies on an operational working group that put the strategy into practice, implement the action plan and monitor specific indicators and objectives, ensuring continuous and constructive dialogue between the Committee and the Group’s Regions.

Drivers of the activities that are underway involve the following areas:

• strengthening a culture of diversity, equity and inclusion through training and awareness-raising activities

• promotion of representation through various tools including partnerships with universities that have a very diverse pool of students, selection processes aimed at ensuring fair and impartial evaluations

• design of new ways of working through initiatives that foster exchange and sharing between people, such as the creation of interdisciplinary working groups, project committees representing company diversity by age, skills, gender, seniority, cultural background, etc.

• definition of processes and policies to support diversity, equity and inclusion and compliance with these principles, including a global parental policy, strengthening of internal protective mechanisms and reporting of misconduct, equal pay certification, etc.

• talent enhancement through various initiatives including internal job postings, extension of the performance evaluation system, celebration of individual achievements, etc.

With regard to training programmes, in 2024 the Unconscious Bias course continued to help participants understand and recognise stereotypes and prejudices through practical exercises, to experience them on themselves and explore how they impact decisions.

A Sounding Board was created and launched, consisting of selected Moncler and Stone Island people from the headquarters and Regions populations with different profiles, cultures, ages, personal and professional experiences for high-value transformational business projects.

With regard to company policies and procedures, in 2023 the Group introduced the new measures to promote parenting and improve the well-being and work-life balance of its people, regardless of gender, marital status or sexual and affective orientation, presenting the New Parents Policy.

The new policy introduces a minimum global standard¹ that ensures 16 weeks of fully paid leave² for all new parents employed by the Moncler and Stone Island brands³.
 
With regard to gender differences, the percentage of women on the total workforce is predominant. The proportion of women is around 70%, in line with 2023.
 
The percentage of women is high across all geographical areas and within management positions (managers, executives and senior executives) is equal to 52%. Women account for 71% of the employees with permanent contracts and 58% of the employees with fixed-term contracts.
 
Since 2023, in line with the aim of obtaining equal pay certification, the Group adopted the methodology developed by EDGE to conduct pay analyses in order to identify and explain any unexplained gaps. In 2024, the analyses, which began on the corporate population in Italy, continued in other countries with the aim of extending EDGE certification globally. In particular, South Korea, Japan, Chinese mainland, France, the United States and Romania were involved. To date, unexplained gaps under the threshold of 5% have been found using this method.
 
The Group manages the inclusion of people with disabilities in accordance with the rules and practices set forth by applicable laws and encourages the various company departments to employ people with disabilities. Each placement is assessed by respecting and considering the needs and abilities of each individual, ensuring appropriate workstations and, where necessary, by adjusting working hours. In this way, people are protected and placed in the best position to perform at their best. At 31 December 2024, there were 98 employees with disabilities in Italy, Romania, South Korea, Germany and China, with an increase of 18% compared with 2023. In the coming years, the Group will continue to plan to integrate additional people with varying degrees of disability, including through collaboration with institutions focused on targeted job placement.