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Bringing together people with diverse expertise, experience, and socio-cultural backgrounds enables the Group to rise to the challenges of an increasingly global and borderless market.
As stated in the Code of Ethics, respect for diversity and equal opportunities and the prevention of all forms of discrimination are key principles, which Moncler is committed to guaranteeing at every step of the employment relationship, from the recruitment process and definition of remuneration packages, to opportunities for professional growth, through to the conclusion of the employment relationship.
The Group does not tolerate any form of discrimination based on race, skin colour, gender, sexual orientation, religion, nationality, age, political affiliation, trade union membership, marital status, physical or mental disability, or any other personal characteristic or condition.
In 2017, no instances of actual or alleged discrimination were detected or reported.
Moncler believes that diversity, in all its expressions, brings cultural wealth and openness, and that the true value of diversity within the Company is best expressed when each and every person is encouraged to reach his/her potential to the fullest.
The Company’s awareness of the value and opportunities arising from cultural diversity is also reflected in the absolute confidence that Moncler has in its local management and personnel.
With regard to gender differences, women make up the majority of Moncler’s workforce. Around 70% of employees are women, essentially in line with 2016, and the percentage is high in all of the Group’s geographic areas and employee categories. In particular, women account for 52% of employ- ees at managerial level (managers, executives, and senior executives).
With regard to gender breakdown by type of employment contract, length of service, age group, and level of education, there is nothing of particular note.
Moncler is committed to offering equal pay for equal skills, competencies, and professional experience, thus guar- anteeing the principle of equal opportunity in both theory and practice without bias. For senior executives, executives, managers, professionals, and white-collars, the differences in men’s and women’s salary levels range between 4% and 13%; salary levels are more aligned in the managers’ and workers’ categories.
The Company is also committed to employing people with disabilities. Moncler manages diversity in accordance with the rules and practices of the laws in force, and encourages Company departments to employ differently-abled people. All new hires are managed with due respect and consideration for their needs and capabilities, providing suitable workstations and adapting work hours as required.
By doing so, people are protected and empowered to give their best.
At 31 December 2017, the employees with disabilities in Italy, Romania, Germany, Japan, and the United States were 38 in total. In forthcoming years, the Group is committed to taking on additional people with various levels of disability, also by collaborating with institutions specifically tasked with helping the disabled find employment.