THE NEW MONCLER INVESTOR RELATIONS APP IS NOW AVAILABLE
THE NEW MONCLER INVESTOR RELATIONS APP IS NOW AVAILABLE
At 31 December 2022 the Moncler Group had a total of 6,310 employees, up on 2021 (+19%, equal to 1,020 more people).
This growth was mainly driven by the increase in headcount at the production site in Romania, the strengthening of the corporate structure and the opening of the Stone Island direct stores.
The majority of the Moncler Group’s workforce is concentrated in the EMEA Region (36%), where Moncler and Stone Island corporate sites are located, as well as the Moncler’s production site in Romania, accounting for 57% 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 (21%), China and Japan (10%) and the United States (7%).
The professional category with the highest number of employees is white-collars,
with a 19% increase compared to 2021. The professional category that grew the most was managers (+24%), followed by professionals (+21%).
In 2022, 249 employees have been promoted to a higher professional category.
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 31% compared to 2021, in line with the Group’s commitment to providing professional opportunities to young people. The
average age is 36.8 years.
In terms of length of service, the largest concentration continues to be in the “Up to 5 years” group, which represents 78% of the Group’s population. The group that increased the most compared to the previous year is the “6-10
years” one, up 51%. Lastly, with regard to educational level, most employees (78%) have a medium-to-high level of education (46% 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 shaping the global strategy.
Senior managers in the various Regions, without any substantial differences between genders, are 98% (+12% compared to 2021) hired from the local community.
In 2022, 84% employees had permanent contracts, of which 94% full-time.
Fixed-term contracts represent around 16% of the total and are mainly linked to the seasonality of some business and retail activities. In 2022, 185 fixed-term contracts were transformed into
permanent contracts, demonstrating the Group’s commitment to consolidating and retaining people.
At the end of 2022, 547 people were employed under other forms of collaboration (internships, temporary work, etc.) in accordance
with the law and in relation to business needs. Around 76% of these are temporary-work contracts with a view towards a progressive integration, while 24% are internships, considered an important source of the Group’s future talent.
In 2022, the Group’s negative turnover was 20%3, in line with 2021. 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, and is also influenced by post-pandemic trends experienced by all sectors.
During the year over 3,100 people were hired
under permanent or fixed-term contracts, of whom over 65% were women and 56% younger than 30.
About 2,100 people left the Group.
NOTES
1 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.
2 In 2022, the level of education of 1,191 employees could not be mapped as the information was not available.
3 Negative turnover is calculated as the ratio between permanent employees who left the Group (1,085) during 2022 to the total of permanent employees (5,307) in force at 31 December 2022. In 2022, Moncler’s voluntary turnover was 13.4% (12.5% in 2021, 10.5% in 2020 and 10.8% in 2019).
4 Both fixed-term and permanent employees.
5 Including 99 departing employees with contracts terminated on 31 December 2021 and not including 132 departing employees with contract terminated on 31 December 2022.