THE NEW MONCLER INVESTOR RELATIONS APP IS NOW AVAILABLE

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 2018, the Company received two reports of alleged discrimination, one against an employee of the subsidiary Moncler Australia Pty Ltd and the other against a client by a Client Advisor of Moncler USA Inc. The first is currently under examination, while the parties have already reached a settlement agreement for the second report. Moncler recognises the importance of maintaining and promoting Human Rights and respecting the rights of workers, in line with the principles set out in the Code of Ethics, and therefore undertakes to communicate the developments and methods of resolution of any case of alleged discrimination that has emerged in a transparent way.

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 71% of employees are women, up by 19% compared to 2017 basically in line with the overall growth of the workforce.
The percentage of women is also high in all geographical areas and employee categories. In particular, women account for 54% of employees at managerial level (managers, executives, and senior executives), up by 32% compared to 2017 (equal to 42 additional women).
Women represent 72% of the workforce
with permanent contract and 65% of that with temporary contract. About 64% of the contracts transformed into permanent contracts during 2018 were for women (108).
In 2018, the growth (67%) in the number of women with permanent and full-time contracts on the total workforce with permanent contracts continued.
With regard to gender breakdown by type of length of service, age group, and level of education, there are no differences compared with the overall trend.
Moncler is committed to offering equal pay for equal skills, expertise, and professional experience, thus guaranteeing the principle of equal opportunities 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 1 and 9%.
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 disabled 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 2018, the number of employees with disabilities in Italy, Romania, Germany, Japan and the United States was 51 in total, up by 34% compared to 2017. In the next few years, the Group will continue to plan the recruitment of additional people with varying levels of disability, also by collaborating with institutions specifically tasked with helping disabled people find employment.

EMPLOYEES BY PROFESSIONAL CATEGORY BY GENDER
SEARCH MONCLERGROUP.COM: