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The Moncler Group considers the promotion of health and safety as a key priority in doing business in order to protect employees, clients, contractors and anyone who enters its sphere of influence. The Moncler Group operates in full compliance with the specific regulations applicable in the countries in which it operates, with an approach aimed at continuous improvement.

At the Moncler and Stone Island headquarters, a team of specialised personnel (Health

and Safety Staff) is responsible for ensuring workplaces that are safe and compliant with applicable legislation at the global level, setting occupational health and safety guidelines, coordinating monitoring efforts and, where necessary, improving safety conditions, supervising the activities of designers and architects and maintaining relations with the safety representatives of Italian workers.

Every employee plays a key role. Spreading a culture of safety and individual responsibility,

as well as creating risk awareness, are indeed pivotal to maintain a safe working environment.

A great attention is also paid to the safety of workers and contractors who carry out work at Group sites. In Italy, all business relations with contractors require the signing of a document attesting the assessment of risks associated with conducting business at the company (interference risks) and the enforcement of strict prevention measures in any activity involving risks.

MANAGEMENT SYSTEM

Among the initiatives developed by the two Group Brands for the protection and promotion of health and safety in the workplace there is the implementation and application of an effective management system in compliance with the highest health and safety standards. The Moncler Group’s commitment is clearly detailed in the Occupational Health and Safety Management Policy, which has been revised and approved by the Group’s Board of Directors and was distributed to all employees.

The Policy sets out the principles and guidelines to be applied in all areas of activity and includes:

• a dynamic and preventive evaluation of activities, in order to eliminate risks at roots and, where this is not possible, to reduce them according to the best available techniques
• continuous improvement in all activities that may have an impact on safety through the prioritization of interventions and the definition of action plans
• enhancement of knowledge, competence and awareness of all employees through targeted training and practices.

The Group’s health and safety management system is overseen by the Chief Corporate & Supply Officer, who is responsible for its implementation.

Moreover, the Group’s Board of Directors receives updates on the management of health and safety issues from the managers in charge on a quarterly basis.
In 2021, Moncler obtained the renewal of ISO 45001 certification at global level in all offices, directly managed stores, logistics hub and the production site in Romania. During the year, Stone Island also undertook a series of activities and improvement projects to obtain ISO 45001 certification, which it achieved for all offices and stores in Italy, and with the aim of having all offices and stores worldwide certified by 2022.

FROM PREVENTION TO CONTROL

The Moncler Group devotes considerable attention and energy to the management of occupational health and safety to limit accidents as much as possible.

Although there are no high-risk activities, the Group adopts a preventive approach. Before the opening of any new workplace, whether an office or a store, a careful occupation health and safety risk assessment is carried out through specific inspections conducted with the support of specialised experts. Existing offices and stores are subjected to various periodic compliance checks, through documentary analysis and inspections (verification of working environments and equipment). If necessary, an improvement plan is formulated with the prioritization of interventions to address the identified risks and the integration of action plans with quantified targets; the progress in reducing and preventing health issues or risks against targets of the improvement plan is then periodically evaluated and internally reported. A specific and detailed emergency response plan is also provided for each site of the Group with actions to prepare for and respond to emergency situations.

During 2021, occupational health and safety inspections continued at both Moncler and Stone Island corporate offices in Italy, at the logistics hub in Castel San Giovanni (Piacenza) and at the production site in Romania.

These inspections were carried out both by internal and external personnel and were required for obtaining Health and Safety certification according to the new ISO 45001 standard.

All Moncler Group employees and the service providers most exposed to workplace safety risk, such as security, cleaning, porterage and maintenance companies, are covered by the company health and safety management system that involve auditing activities carried out by internal inspectors and external bodies.

In Italy, the Group organises periodic safety meetings, in which representatives of

the two Brands participate, alongside with the company physicians, the officers of the prevention and protection service and workers’ safety representatives. During the meetings, analyses and results on risk assessment, accident rate, training and the personal protective equipment are shared.

Finally, the Group’s health and safety management system also provides for specific procedures to investigate work-related injuries, ill health, diseases and incidents in order to identify the circumstances and possible causes and, if necessary, plan and prioritize actions and interventions to prevent their recurrence in the future.

In 2021 careful management of workspaces, ongoing communication and awareness-raising activities focused on prevention and on the monitoring of the correct application of improvement initiatives, contributed to limit the number of accidents in the workplace, for both its own employees and those of the cooperative that manages the logistics hub in Castel San Giovanni (Piacenza). The achievement of these results is made possible thanks to the commitment of the Group since the selection stages of its partners and suppliers, which are contractually required to guarantee high standards of health and safety management, in line with those defined by the Group’s Code of Ethics and Code of Conduct, and to always comply with the relevant legislation.

In 2021 Moncler continued to monitor the employee accident rate of the cooperative which manages the logistics hub in Castel San Giovanni (Piacenza), that in 2020 received SA8000 certification, recording a workplace severity rate of 0.23 in 2019, 0.15 in 2020 and 0.27 in 202111 and a workplace frequency rate of 11.48 in 2019, 9.17 in 2020 and 8.41 in 2021. In addition, monitoring was extended to other service providers deemed to be most exposed to safety risk for whom no accident was recorded. This result led to a total frequency ratio for all monitored suppliers of 9.26 in 2019, 7.78 in 2020 and 5.90 in 2021, with a reduction of 24% compared to 2020.

 

No fatal accidents were recorded, either among employees or contractors.

Moreover, in line with its efforts to continuously improve the management of health and safety, the Group is committed to reduce the incidence rate registered in 2021 at least by 5% in 2022.

Occupational diseases, namely diseases caused by a gradual and progressive harmful effect on the worker’s body, with a direct causal relationship with the work performed, are monitored by the Group in order to identify the conditions of working environments that may have contributed to their onset, check for any residual risks and take the necessary corrective actions, in order to prevent their recurrence.

In addition, in Italy, personnel exposed to specific risk factors continued to undergo periodic health checks in application of specific health protocols,

defined on the basis of risk and with supplementary specialist visits as needed.

All accident indicators are constantly monitored and assessed.

Moncler and Stone Island take an inclusive approach to employee wellbeing, focusing attention on work-related stress issues.

In 2021 Moncler renewed its assessment of work-related stress at corporate offices in Milan: for all offices, the results of this assessment showed a low risk.

Despite the “low” risk obtained, in 2022 the Company will continue to implement a series of actions aimed at implementing a process of continuous improvement: the stress assessment was used as a basis for the planning and implementation of organisational or management measures aimed at preventing or minimising stress-related harm to workers’ health.

This assessment was also carried out at Moncler  production facility in Romania and at the Stone Island offices in Milan and Ravarino (Modena), which also resulted to have a “low” risk level.

WORKPLACE ACCIDENT INDICATORS
TRAINING AND INFORMATION

Training of people is part of the prevention activity promoted by the Moncler Group.

During 2021 approximately 23,500 hours of health and safety training were delivered. Specific training courses, dedicated and customised on the basis of the different professional roles and risk levels, were launched in order to transfer knowledge, skills and values appropriate to “working safely”.

The majority of employees attended

general workplace safety training programme in compliance with the law. For those at the company who occupy positions of responsibility and coordination, additional training has been provided, to improve monitoring and ensure that worker’s behaviours are in line with the law and company regulations on occupational health and safety.

As the Covid-19 health emergency continued, in

2021 the COVID-19 Online Training course also continued to be provided to the entire corporate population in Italy to inform and train employees on the health and safety measures described in the Anti-Covid Protocol formulated by Moncler and also adopted in 2021 by Stone Island.

In addition, a health and safety course with specific content for store employees continued to be provided to all Group stores subject to certification.

HEALTH AND WELLBEING

The Moncler Group’s commitment to the promotion and protection of the health of its employees extends beyond the limits of its business activities and occupational risks. This is the meaning and purpose of the various initiatives on training and prevention information organised during the year. With this regard, the awareness-raising meetings held in collaboration with the Umberto Veronesi Foundation were resumed in 2021. In particular, in occasion of the World No Tobacco Day in May, employees were invited to participate in a livestream on the private Instagram channel monclertogether. The livestream, held by a science communicator of the Umberto Veronesi Foundation and moderated by a Moncler employee, was aimed at raising awareness of smoking-related health risks with insights on e-cigarettes and useful tips to try to quit smoking. In September employees were invited to watch another livestream on Moncler’s private Instagram channel held by the Director of the Epidemiological Unit at the Biomedical University Campus in Rome to share relevant scientific data and information related to Covid vaccines and answer all questions on the subject.

In addition to these efforts and the measures taken since the beginning of the Covid-19 emergency, the Moncler Group is committed to establishing agreements with local clinics to ensure that employees have access to the best medical centres at the most advantageous rates.

In addition, the Group is member of a supplementary healthcare fund for workers in the Italian fashion industry, which provides services supplementary to those of Italy’s National Health System. During the year, 931 employees signed up with the Fund.

In 2021, the traditional company welfare initiatives resumed at the production facility in Romania. Moncler has always put in place various activities to promote the health and well-being of employees in Romania: from offering annual blood tests directly on site, to conducting free eye tests, to helping to purchase glasses. The evaluation on the workstations ergonomics in the ironing department, required to formulate improvement plans to reduce staff fatigue and maximise productivity, was extended to the sewing department during the year. Lastly, new LED lighting systems, which are more environmentally efficient and contribute to improve working conditions, continued to be installed.

Another issue that Moncler and Stone Island regularly monitor is noise in workplaces, which can cause a number of health problems for workers. In particular, at all corporate offices and the production site in Romania, noise measurements are carried out annually to check compliance with the permitted limits in each area. Air quality, temperature and humidity can also cause uncomfortable situations in the workplace,

affecting both physical health and the psychological wellbeing of workers. Specifically, the Moncler Group, in order to ensure proper workplace ventilation at the corporate offices in Trebaseleghe and in Romania as well as at the Stone Island office in Ravarino (Modena), where there are various micro-climates due to different processing phases, continued to carry out efficiency upgrades projects by installing latest-generation ventilation systems, which are periodically checked. In addition, at the logistics hub in Castel San Giovanni (Piacenza), two temperature monitoring systems were installed in 2018 to check internal heat levels and assess its adequacy, in relation to the specific activities carried out and in function of the external temperatures. In 2021 several areas of the production facility in Romania have been equipped with evacuation systems. The various programs put in place to promote work flexibility and the best possible work-life balance are also part of the Moncler Group’s commitment to promoting the well-being of its employees. In this regard, the Group helps both men and women balance their professional and private lives by offering flexible working hours that can be tailored to personal needs. Moncler has recently also introduced for the employees of its headquarters the possibility of working from home, where applicable; furthermore, for pregnant employees, there is the possibility of working from home even full-time.

PARENTAL LEAVE

The Moncler Group grants parental leave to all its employees in accordance with applicable laws and local regulations. In particular, for mothers working in Italy, the Group grants up to 44 weeks of parental leave between compulsory and optional leave; in addition, women can also benefit from paid leave hours for rest for breastfeeding. In addition, from 2021 in Italy, all employees of the Moncler’s Italian companies who became fathers as from 1 January 2021 have been

granted a total of 15 days’ paternity leave, i.e., five more than that established by law or the national collective labour agreement. In addition to the parental leave policies, the Moncler Group also provides supplementary paid family or care leave programs for its employees in Italy; in particular, the Group makes additional permits available to care-givers to accompany their children to medical examinations or to stay close to their children during illness.

In 2021, 99 Moncler employees, accounting for 3% of the eligible female workforce and 0.2% of the eligible male workforce, took some form of parental leave; also four Stone Island employees took some form of parental leave. Around 119% of Moncler employees returned to work after the leave period, including those who took parental leave starting in 2020. Of those who returned to work in 2020, 47% were still working for the Company 12 months later.

MONCLER AND ITS NEW HEADQUARTERS: EXPERIENCE, WELLBEING AND SUSTAINABILITY AT THE CORE

In 2021 Moncler, in collaboration with Covivio, announced the construction of a building that, from the end of 2024, will host its new headquarters.

The structure will bring together, in a building of 38,000 m², the Milan-based employees of the Moncler brand, with the aim of reshaping the employees’ working experience. At the new headquarter flexible working conditions will continue to be offered, but with the goal of creating a place where energy, wellbeing, and attention to the environment are at the heart of everything.

Some key elements of the new headquarters will be: experience, wellbeing and sustainability.

The working areas will be conceived according to the new ways of working, adapting to the individual and company new needs, and moving from traditional spaces to hybrid and aggregative environments.

The interior spaces will be designed to accommodate heterogeneous and inclusive working groups, and to encourage transversal collaboration, as well as propose widespread common areas to facilitate socialisation and creativity. The environments will be open and the furniture inspired by a family-like atmosphere.

The building will be designed according to the highest standards of environmental sustainability and wellbeing, considering aspects such as indoor air quality, thermal comfort, natural light, preferring the use of natural and recyclable materials with low environmental impact, as well as highly energy-efficient systems, such as solar panels, to limit consumption and therefore emissions. In addition, it will be certified according to WELL and LEED standards.

NOTES

11 Considering both commuting to/from work and workplace accidents, the severity rate was 0.91 in 2019, 0.93 in 2020 and 0.50 in 2021.

12 Incidence rate: (number of workplace accidents/total number of employees) x 1,000.

13 Severity rate: (number of days lost due to workplace accidents/total number of hours worked) x 1,000.

14 Frequency rate: (number of accidents/total number of hours worked) x 1,000,000.