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The Group operates in an international and multicultural context and regards diversity as asset to be valued and a source of competitive advantage.
Welcoming everyone, valuing diversity and expressing ourselves always are core aspects of the corporate culture and crucial for its growth and way of doing business. The Group thrives in diversity and engages in dialogue with all generations and cultures, convinced 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 and in keeping 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 condition 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 every step of the employment relationship, 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 embark in a Diversity, Equity & Inclusion (DE&I) journey.

Roles and responsibilities for the Diversity, Equity and Inclusion Committee were defined in 2021. This body, chaired by the Chief Corporate Strategy & Communication Officer and sponsored by the Chairman and Chief Executive Officer, is made up of the organisation’s key personnel (Chief Brand Officer, Chief People & Organisation Officer, all presidents of the Regions and the Art Director of Stone Island) and pursues the mission of promoting inclusion and diversity in all forms. It reports to the Nomination and Remuneration Committee, with which it shares the strategy and 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 one of the business, will enable the Group to achieve outstanding levels in the field of DE&I, working on the areas of improvement, launching new initiatives and projects on diversity, monitoring and measuring constantly 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 an ongoing and constructive dialogue between the Committee and the Regions. Each Region has also established dedicated DE&I Councils, which are responsible for implementing the initiatives decided at Group level and also define others in line with local needs and culture.

In 2021 an analysis of the expectations of the company population was carried out through a series of one-to-one interviews with top management, focus groups in the Regions and an Inclusion Survey.

The Inclusion Survey, launched at Moncler globally, achieved a 70% response rate and identified clear strengths: people feel a strong sense of belonging to the Company and believe their work contributes to its success; there are strong bonds between people, who share goals in their work; and lastly, employees feel encouraged to be themselves in the workplace. Areas for improvement include the need to strengthen protective mechanisms and to increase opportunities for sharing by developing team-building and mentorship activities.

What has been done is part of a process of cultural and organisational change focused on three main areas: the launch of training and awareness-raising programmes to strengthen the culture of diversity, equity and inclusion, including through upskilling processes and inclusive leadership programmes; the formulation of company policies and procedures, as well as the enhancement of internal protective mechanisms; and the creation of meetings and sharing moments between colleagues in communities aimed at exchanging ideas and opinions.

In 2021, the unconscious bias course was launched to help participants understand and recognise stereotypes and prejudices through practical exercises, to experience them on themselves and explore how they impact decisions. The course immediately involved the Group’s top management and executives from all the Regions. The programme will be extended to the entire company population in 2022.

Bringing together people with different educational backgrounds, experiences and socio-cultural heritage has always enabled the Group to rise to the challenges of an increasingly global and borderless market. As a reflection of this way of operating, at Italian corporate offices there are employees of 77 different nationalities.

During the year Moncler joined UNHCR’s Welcome project to encourage the integration of refugees into the labour market, in the spirit of welcoming those who have been forced to leave their country as a result of wars, conflicts and persecution, valuing their skills and talent. Lastly, two initiatives launched in 2020 to promote diversity and inclusion, continued: the Future Academy, launched with The Face, and Girl Up, a global leadership development programme for girls and young women. The latter, established by the United Nations Foundation in 2010, encourages young women to become leaders in the movement of gender equality. With more than 4,000 Girl Up Clubs in over 120 countries and six different languages, it trains girls from diverse backgrounds.

The Group recognises the importance of maintaining and promoting human rights and respecting workers’ rights, in line with the principles set out in the Moncler and Stone Island Codes of Ethics, and therefore is committed to communicate transparently how it investigates and resolves all cases of alleged discrimination that emerge.

Awareness of the value and opportunities arising from cultural differences is also reflected in the Group’s complete trust in local personnel and management.

With regard to gender differences, the percentage of women on the total workforce is predominant. Women represent 70% of total employees, in line with 2020.

The percentage of women is high across all geographical areas and at managerial level (managers, executives and senior executives) it is equal to 52%.

Women account for 71% of the workforce with permanent contract and 63% of the temporary employees. 70% of contracts converted into permanent contracts in 2021 were for women.

The incidence of women with permanent and full-time contracts out of the total permanent population remained high in 2021 (66%).

Analysing the gender breakdown in terms of length of service, age group and level of education, there are no differences compared with the overall trend.

The Moncler Group is committed to offering a fair level of compensation that reflects each individual’s level of competence, skills and professional experience, ensuring the application of the principle of equal opportunity and avoiding the risk of discretion. Excluding managers, where, on average, women’s pay levels are higher than men’s, the differences in men’s and women’s salary levels range between 5% and 12%.

The company, has long been committed to include people with disabilities. The Moncler Group manages diversity in accordance with the rules and practices laid down by applicable laws and encourages the various company departments to employ disabled people. Each case is assessed so as to respect and reconcile the needs and abilities of each individual, providing the correct workstations and, where necessary, adapting working hours. By doing so, people are protected and empowered to give their best.

At 31 December 2021 in Italy, Romania, France, Japan and South Korea there were 74 employees with disabilities, an increase of 32% compared to 2020. In the coming years, the Group will continue to plan to recruit additional people with varying degrees of disability, including through collaboration with institutions focused on targeted job placement.

EMPLOYEES BY PROFESSIONAL CATEGORY AND GENDER
WOMEN IN NUMBERS
EMPLOYEES BY ETHNICITY (REGION AMERICAS)

In 2021, the gender equality index reached 77/100 points for the company Moncler France.
(En 2021, l’index Egalité professionnelle a atteint 77/100 points pour la société Moncler France).

GENDER EQUALITY INDEX 2021 (INDEX EGALITE PROFESSIONNELLE 2021)
FUTURE ACADEMY: THE INCUBATOR FOR CREATIVE MINDS

In 2020 Moncler began collaborating with the English magazine The Face to launch Future Academy, a programme offering paid training opportunities to young people who want to join the creative industry, enabling them to acquire new skills and building a series of valuable contacts for their future.
The search for candidates began in 2020 with Create Jobs, focusing on under-represented backgrounds with a view to inclusivity.

The selection process involved trainees from under-represented categories in the creative industry, such as people of colour, Asian and ethnic minorities, from the LGBTQI+ community, with disabilities or from underprivileged socio-economic backgrounds. The research, closed in 2021, resulted in the selection of two talented young people who took part in the programme. After working on an editorial project for the magazine, they were hired to work full-time at The Face’s London office.

In addition, Future Academy involves around 50 young people from underrepresented backgrounds, providing free access to online masterclasses and virtual mentorship activities created by The Face and its network of creatives, to which Moncler has contributed through dedicated courses.

MONCLER GRENOBLE - GENDER-NEUTRAL CAPSULE

To break down gender stereotypes, Moncler Grenoble opened the snow season with the launch of a capsule of versatile and gender-neutral garments that revolve around a monochrome

palette with pop-colour details. This collection was made available on Moncler.com, Mytheresa.com and exclusively in the Moncler stores

of Harbin Charter, Shenyang Mixc, Beijing Sanlitun, Beijing China World, Shanghai Reel, Chengdu Swire (Tkl), Hong Kong Canton Road, Hangzhou Eurostreet and Qingdao Hisense Plaza.

MONCLER IN SUPPORT OF FREE THE WORK

During 2021, Moncler supported the non-profit organisation FREE THE WORK on behalf of The Film Path, through a charity auction of works by three contemporary artists, Andrea Anastasio, Prem Sahib and Erwin Wurm, in collaboration with Sergio Zambon, creative director of Moncler Menswear.

FREE THE WORK aims to promote and support the topics of equity, inclusion and empowerment through the inclusion of BIPOC (Black, Indigenous, and People of Colour) and transgender people in film, advertising and television programme production staffs.

#TOGETHERFORTOMORROW

In 2021 Moncler supported the #Togetherfortomorrow project, a new solidarity initiative promoted by Camera Nazionale della Moda Italiana (National Chamber of Italian Fashion) and Camera Moda Fashion Trust as part of the “Italia we are with you” project.

The project was aimed at supporting the new generation of emerging designers during the career orientation phase, emerging brands and small fashion companies in coping with the challenges generated by the expansion of the Covid-19 pandemic.

Moncler supported the project by donating 50,000 euros to Fashion Trust and enabling three emerging designers to create their own collections. Young designers were chosen by Moncler based on Fashion Trust’s proposals, with a focus on the values of diversity and inclusion.

The project was announced with the launch of House Of Genius in November 2021.

All Moncler House of Genius packaging has a QR-code tag that redirects to heroe5.org to enable the client to learn more and support the project through a direct donation.

#TOGETHERFORTOMORROW

In 2021 Moncler supported the #Togetherfortomorrow project, a new solidarity initiative promoted by Camera Nazionale della Moda Italiana (National Chamber of Italian Fashion) and Camera Moda Fashion Trust as part of the “Italia we are with you” project.  

The project was aimed at supporting the new generation of emerging designers during the career orientation phase, emerging brands and small fashion companies in coping with the challenges generated by the expansion of the Covid-19 pandemic.

Moncler supported the project by donating 50,000 euros to Fashion Trust and enabling three emerging designers to create their own collections. Young designers were chosen by Moncler based on Fashion Trust’s proposals, with a focus on the values of diversity and inclusion.

The project was announced with the launch of House Of Genius in November 2021.

All Moncler House of Genius packaging has a QR-code tag that redirects to heroe5.org to enable the client to learn more and support the project through a direct donation.