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At 31 December 2019, Moncler had 4,569 employees, up 10% compared to 2018 (equal to 414 more employees). This growth was driven mainly by the development of the sales network. The increase in staffing involved almost all the countries where the Company operates. In particular, the country that showed strongest growth was Korea, with 26% more staff than in 2018, followed by Germany and Italy with 18% and 17% more respectively.
By geographic area, the majority of Moncler’s workforce is concentrated in the EMEA Region, thanks also to the the production site in Romania, which accounts for 63% of the workforce in the entire Region. By country, besides Romania (25%), most employees are concentrated in: Italy
(24%) and Japan (12%), followed by China and the United States (8%). The professional category with the highest number of employees is that of white-collars, which also recorded a 6% increase compared to 2018. The category that grew the most is that of managers (+33%),
followed by executives and senior executives, as a direct consequence of the investment made by the Company in coordination figures, directly involved in the implementation of key activities and processes in the value chain.
The majority of the workforce continues to be concentrated in the 31-40 age group (+16% compared to 2018). Furthermore, employees over the age of 50 are increasing (+19% compared to 2018), in line with the investment in coordination positions. The average age is 37.7 years.
As regards length of service, the majority of employees (i.e. 87% of the workforce), continue to be employed for 0-5 years, which directly reflects the strong growth registered in the workforce over the last three years. The 6-10 years group shows the greatest increase compared to the previous year, with +15% confirming a significant consolidation and retention trend.
Finally, most employees (72%) have a medium/high level of education (44% hold a university degree or equivalent, and 28% a high-school diploma).
Moncler operates directly in over 75 countries, with five regional structures, through local offices, where senior management works in synergy with the Company’s offices to manage the respective areas of expertise.
Despite the lack of a specific policy, the
Company has always favoured the hiring of qualified local professionals, whose skills and knowledge of the specific markets enable a better understanding of country-specific competitive dynamics and cultures. This approach, along with strong organisational integration on a global scale,
has led to the creation of significant value for Moncler. Over 99% of senior managers in the various Regions were hired locally, with no substantial difference in gender.
A total of 85% of employees have a permanent employment contract, an increase (+13% compared to 2018) over the previous year, with about 94% of them working full-time.
Temporary employment contracts, slightly down (-4%), are mostly related to the seasonality of certain business
and sales activities. In 2019, 205 temporary employment contracts became permanent, recording a +21% increase over 2018. At year-end 2019, other forms of collaboration (such as internships, temporary, etc.), as permitted by law and in relation to business needs, involved 243 people.
A total of 25% of these were internships, considered as an important channel for finding the Company’s future talents (in 2019, in Italy, 30% of internships were transformed into contracts).
In 2019, negative turnover was 21%3 and was mainly due to the departure of retail personnel, a phenomenon to be expected given the competitive dynamics of the sector.
During the year, the Group hired about
2,200 people, both on permanent or temporary contracts, while a total of This growth was mainly driven by the expansion of the network of Directly Operated Stores (DOSs), the
strengthening of corporate structures, and the creation of new organisational divisions. As far as age is concerned, 51% of new hires were under 30, confirming the Company’s ambition to invest in new generations.
1 Employees are divided into five categories: workers, white-collars, professionals, managers, and executives/senior executives.
Executives and senior executives include the first and second highest-level decision-makers in a Company division or business unit; they contribute to the definition of both corporate and division strategy, and thus have a direct impact on their performance.
Managers are responsible for the implementation of certain operating activities and processes, usually by managing a group of people. This category also includes senior managers responsible for implementing corporate or division strategy, through leadership and people management.
Professionals have specialist skills and manage activities or parts of processes that are of significance to the organisation. They may be in charge of coordinating a team of technical experts.
White-collars are tasked with specific operational responsibilities and/or duties assigned by a senior officer. Workers perform operational duties within the Company.
2 In 2019, 458 employees could not be mapped, as information on education level was not available.
3 The negative turnover was calculated by relating the number of permanent employees (827) who left the Company in 2019 with the total number of permanent employees (3,873) at 31 December 2018.
4The figure refers to both temporary and permanent employees.
5The figure includes 96 existing temporary employees whose contract ended at 31 December 2018.