THE NEW MONCLER INVESTOR RELATIONS APP IS NOW AVAILABLE
THE NEW MONCLER INVESTOR RELATIONS APP IS NOW AVAILABLE
At 31 December 2023 the Moncler Group had a total of 7,510 employees, up on 2022 (+19%, equal to 1,200 more people).
This growth was mainly driven by the opening of new direct stores, the expansion of production sites and the strengthening of the corporate structure.
The majority of the Moncler Group’s workforce is concentrated in the EMEA Region (37%), where Moncler and Stone Island corporate sites are located, as well as the Moncler’s production site in Romania, accounting for 61% of the entire Region’s population. At the individual country level, the countries where most employees are
based, in addition to Italy (29%), are: Romania (23%), China1 (10%), Japan (9%) and the United States (6%).
The professional category with the highest number of employees is white-collars, with a 15% increase compared to 2022. The category that
grew the most was that of workers (+35%), as a direct result of the expansion of production sites, followed by professionals (+17%), mainly due to the Group’s ongoing, constant investment in coordinating figures directly involved in the implementation of key activities and processes.
The greatest concentration of employees continues to be in the “31-40” and “under 30” age groups. In particular, the latter registered an increase of 18% compared to 2022, in line with the Group’s commitment to providing professional opportunities to young people.
The average age is 37 years.
In terms of length of service, the largest concentration continues to be in the “Up to 5 years” group, which represents 79% of the Group’s population. The group that increased the most compared to the previous year is the “11-20 years”
one, up 27%. Lastly, with regard to educational level, most employees (80%) have a medium-to-high level of education (48% have a university degree or equivalent and 32% have a high school diploma).
The Moncler Group directly operates in more than 70 countries, with five regional structures, through local offices, where a senior management team, in collaboration and synergy with the corporate
offices, manages the areas of competence.
The Group has always implemented a policy aimed at valuing local professionals where they possess the appropriate skills and characteristics.
At the same time, over the past few years, international profiles have been recruited at the headquarters and are providing significant contribution to reinforcing the global strategy.
In 2023, 86% employees had permanent contracts, of which 95% full-time.
Fixed-term contracts represent around 14% of the total and are mainly linked to the seasonality of some business and retail activities. In 2023, 257 fixed-term contracts were transformed into
permanent contracts, demonstrating the Group’s commitment to consolidating and retaining people.
At the end of 2023, 555 people were employed under other forms of collaboration (internships, temporary work, etc.) in accordance
with the law and in relation to business needs. Around 22% of these are temporary-work contracts with a view towards a progressive integration, while 78% are internships, considered as an important source of the Group’s future talent.
In 2023, the Group’s negative turnover was 16%5, down from 2022 (20%). This figure, considered to be the norm, depends on the typical dynamics of retail personnel,
a phenomenon considered to be expected given the nature of the competitive context of the sector.
During the year approximately 3,580 people
were hired under permanent or fixed-term contracts, of whom approximately 66% were women and 53% younger than 30.
Over 2,300 people left the Group.
NOTES
1 China country includes the employees of the Chinese mainland, Hong Kong SAR, Macau SAR, and Taiwan Region.
2 Employees are divided into five general categories: workers, white-collars, professionals, managers, executives and senior executives.Executives and senior executives: these include executives who are the highest and second-highest level in a company function/business unit and who therefore contribute to formulating the business or functional strategy, with a direct impact on their performance.Managers: these include those who are responsible for implementing certain operational activities and processes, generally through direct management of a group of people. This category also includes senior managers, who are responsible for implementing the corporate or functional strategy, leading and managing people. Professionals: these are those who possess specialist skills and manage activities or parts of processes relevant to the organisation. They may be responsible for coordinating a group of experts. White-collars: these are those who perform specialised operating duties and/or tasks generally assigned by the officer of reference. Workers: these include workers with operational duties within the Group.
3 In 2023, the level of education of 1,161 employees could not be mapped as the information was not available.
4 The 2022 and 2021 data have been restated compared to those published in the 2022 Consolidated Non-Financial Statement due to a review of the calculation methodology for the indicator.
5 Negative turnover is calculated as the ratio between permanent employees who left the Group (1,013) during 2023 to the total of permanent employees (6,480) in force at 31 December 2023. In 2023, Moncler’s voluntary turnover was 10.5% (13.4% in 2022, 12.5% in 2021 and 10.5% in 2020).
6 Both fixed-term and permanent employees.
7Including 154 departing employees with contracts terminated on 31 December 2022 and not including 3 departing employees with contract terminated on 31 December 2023.