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At 31 December 2021 the Moncler Group had 5,290 employees, up from 2020 (+20%, equal to 892 more people).

This growth was driven both by the increase in workforce across almost all countries in which the Group is present and by the integration of Stone Island, accounting for approximately 400 employees.

EMPLOYEES IN NUMBERS
GEOGRAPHICAL AREAS AND PROFESSIONAL CATEGORIES

The majority of the Moncler Group’s workforce (35%) is concentrated in the EMEA Region due to the presence of the Moncler and Stone Island’s corporate sites and the Moncler’s production site in Romania, accounting for 61% of the entire Region’s population.

By country, besides Italy (29%), most employees are concentrated in Romania (22%), China (11%), Japan (10%) and the United States (7%).

The professional category with the highest number of employees is the one of white-collars, which registered an increase of 27% compared to 2020.

The second category that grew the most is the one of professionals (+25%), followed by managers (+19%).

EMPLOYEES BY GEOGRAPHIC AREA
EMPLOYEES BY PROFESSIONAL CATEGORY1
AGE, LENGTH OF SERVICE AND EDUCATION LEVEL

The greatest concentration of employees by age continues to be in the 31-40 age group, which represents 35% of the population, with a slight increase if compared to 2020 (+12%). Also employees under the age of 30, accounting for 30% of the population, increased (+38% compared to 2020), in line with the Group’s commitment to provide professional opportunities to young people. The average age is 37.3, in line with last year.

As regards length of service, the majority of employees continues to be in the “0-5 year” group, which represents 81% of the Group’s population. The groups that showed the highest increase compared to the previous year are “6-10 years”, with +51% at Group level (+41% for Moncler), and “21-30 years”, with +67% at Group level (+33% for Moncler)

confirming a significant trend towards consolidation and retention. Lastly, with regard to educational level, most employees (76%) have a medium/high level of education (45% have a university degree or equivalent and 31% have a high-school diploma).

EMPLOYEES BY AGE GROUP
EMPLOYEES BY LENGHT OF SERVICE
EMPLOYEES BY LEVEL OF EDUCATION2
NATIONALITY OF LOCAL MANAGEMENT

The Moncler Group operates directly in nearly 75 countries, with five regional structures, through local offices, where a senior management teams work in collaboration and synergy with corporate offices to manage the respective area of expertise.

The Group has always implemented a policy aimed at valuing qualified local professionals, where they possess the appropriate skills and characteristics. At the same time, over the past few years, also international profiles have been recruited at the headquarters and are providing significant contribution to shaping the global strategy. In 2021 international senior management at Moncler’s corporate offices amounted to around 20%.

96% (+26% compared to 2020) of senior managers in the various Regions, without any substantial difference in gender, were hired from the local community.

LOCAL SENIOR MANAGEMENT
EMPLOYMENT CONTRACTS

In 2021, 85% of employees have a permanent contract, with 94% of them being full-time.

Temporary contracts, linked to the seasonality of some business and retail operations, remained essentially stable compared to the pre-pandemic period (2019).

In 2021, 180 temporary contracts were converted into permanent contracts, demonstrating the Group’s commitment to strengthening and retaining personnel.

At year-end 2021, 462 people were employed under other forms of collaboration (internships, temporary work, etc.) in accordance with the law and in relation to business needs. Around 80% of these were temporary-work contracts in view of the potential future integration into the Company’s population, while 16% were internships, considered as an important way to recruit the Group’s future talent.

TEMPORARY AND PERMANENT EMPLOYMENT CONTRACTS
TURNOVER

In 2021, negative turnover was 20%3, compared with 16% in 2020. This figure, considered to be in the norm, depends on the typical dynamics of retail personnel

a phenomenon to be expected given the competitive context of the sector, and is also influenced by post-pandemic trends registered across all sectors.

During the year, over 2,100 people were hired under permanent or temporary contracts, of whom more than 66% were women and 55% younger than 30.

In addition, the workforce registered a net increase, with 360 people more, due to the completion of the Stone Island integration process.

About 1,600 people left the Group.

NOTES
1 Employees are divided into five categories: workers, white-collars, professionals, managers and executives and senior executives.
Executives and senior executives: includes those who are the highest and second highest-level decision-makers in a company division or business unit and who help define the business or division strategy, with a direct impact on performance.
Managers: includes those who are responsible for implementing certain operating activities and processes, usually by managing a group of people. This category also includes senior managers, who are responsible for implementing the corporate or division strategy, through leadership and people management.
Professionals: includes those who have specialist skills and manage activities or parts of processes relevant to the organisation. They may be in charge of coordinating a group of technical experts.
White-collars: includes those who are tasked with specific responsibilities and/or duties assigned by the officer of reference.
Workers: includes workers that perform operational duties within the Group.
2 In 2021, 571 employees could not be mapped as information on educational level was not available.
3 Negative turnover is the ratio of permanent employees who left the Group (890) during 2021 to total permanent employees (4,488) at 31 December 2020. In 2021, Moncler’s voluntary turnover was 12.5% (10.5% in 2020; 10.8% in 2019 and 11.5% in 2018).
4 Both temporary and permanent employees.
5 Including 70 employees whose contract expired on 31 December 2020 and not including 83 employees whose contract expired on 31 December 2021.