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 February 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 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 Chief Brand Officer, the Corporate HR Director, all the presidents of the Regions and the Art Director of Stone Island and pursues the mission of promoting all forms of inclusion and diversity. 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. 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.
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 evaluation

• 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 job posting, extension of the performance evaluation system, celebration of individual achievements, etc..

With regard to training programmes, 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 Regions. In 2022, the programme was extended to the entire corporate population through various delivery methods. In addition, the three-year cultural awareness programme continued for all employees involved in an awareness and education plan for various cultures, including the American, Korean, Japanese and Chinese ones.
With regard to corporate policies and procedures, in 2022 the Diversity, Equity Inclusion Manifesto was defined; it was written in collaboration with employees to outline what DE&I represents for the Group and inspires choices and actions to promote inclusion and enhance diversity. The Human Rights Policy was also developed, setting out the principles underlying the Group’s commitment to promoting responsible business management at all levels of its supply chain, while respecting and contributing to the protection of all individuals’ rights. Lastly, the Personnel search and selection Policy was updated with a greater focus on enhancing and protecting diversity and promoting inclusion.
With respect to this latter aspect, during the year the Talent Acquisition team involved 20 colleagues from different business areas in a workshop to provide input on how to write job descriptions that are more inclusive and aligned with the

corporate identity, in addition to participating in the Diversity Day in Italy dedicated to the recruitment of people with disabilities. Moreover, during the year, “blind hiring” techniques were used for various hirings, eliminating the personal information of candidates that could create cognitive biases and influence the quality of the selection.
To create sharing opportunities among colleagues, 254 employees communication moments were organised to regularly and directly inform and update them on corporate decisions, results, initiatives and activities. Various meeting moments were also held, including yoga sessions at the corporate sites to promote physical and mental well-being, table-football tournaments and a year-end company event at the corporate site in Italy.
With regard to gender differences, the percentage of women on the total workforce is predominant. Women represent 69% of the total employees, in line with 2021.
The percentage of women is high across all geographical areas and within management positions (managers, executives and senior executives) is equal to 51%. Furthermore, 50% of the direct reports to the Chairman and Chief Executive Officer of the Group, Remo Ruffini, are women.
Women account for 70% of the employees with permanent contract and 60% of the employees with fixed-term contract. Women account for 70% of contracts transformed into permanent in 2022.
Analysing the gender breakdown in terms of length of service, distribution by age group and level of education, there are no differences compared to the general trend.
The Moncler Group is committed to offering a fair level of remuneration 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. Except for managers category, where, on average, women’s pay levels are higher than men’s (+7), the differences in men’s and women’s salary level range between 5% and 15%.
The Group is committed to include people with disabilities. Moncler manages diversity in accordance with the rules and practices laid down by applicable laws and encourages the various company departments to employ people with disabilities. 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 2022 there were 76 employees with disabilities in Italy, Romania, France, Germany, Japan and South Korea, with an increase of 3% compared to 2021. 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.

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

trainees from under-represented categories in the creative industry, such as people of color, Asian and ethnic minorities, from the LGBTQI+ community, with disabilities or from under-priviledged socio-economic backgrounds. In 2022, the search resulted in the selection of four talented young people who took part in the programme. The four young people were individually mentored by Moncler employees through programmes

managed with The Face. 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 under-represented categories, 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.