99 NURTURE UNIQUENESS98 NURTURE UNIQUENESS MONCLER GROUP 2022
Fixed-term contracts represent around 16% of the total and are mainly linked to the seasonality of some business and retail ac- tivities. 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 accor- dance with the law and in relation to business needs. Around 76% of these are temporary-work contracts with a view towards a progres- sive integration, while 24% are internships, considered an important source of the Group s future talent. See also page 233.
TURNOVER 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 dy- namics of retail personnel, a phenomenon considered to be expect- ed 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 perma- nent or fixed-term contracts, of whom over 65% were women and 56% younger than 30.
About 2,100 people left the Group. See also pages 233-235.
NUMBER 2022 Employees at 31/12/2021 5,290 New hires4 3,187 Departures5 (2,167) Employees at 31/12/2022 6,310
3 Negative turnover is calculated as the ratio between permanent employ- ees 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 vol- untary 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 De-
cember 2021 and not including 132 departing employees with contract terminated on 31 December 2022.
The recruitment and selection process, along with the evaluation and employees engagement, are of great importance to the Mon- cler Group, aware of the importance of people s contribution to the creation of long-term value.
RECRUITMENT The current constantly changing and evolving scenario requires new skills, professionalism and flexibility. The Group s ambition is to foster an international working environment; an ongoing exchange of ideas, knowledge and experience as important factors to ensure creativity and innovation; people s empowerment, engaging and motivating them to express their full potential and providing them with opportunities for personal and professional growth to support the achievement of the Group s strategic objectives.
Selection and hiring processes therefore play a key role in im- plementing recruitment campaigns based on objectivity, compe- tence and professionalism, while also conveying the value of equal opportunity ensuring, whenever possible, gender representation as well as the inclusion of all other forms of diversity within the panel of candidates, so as to ensure a fair and impartial selection process.
Recruitment and selection processes are governed by a spe- cific policy and procedures developed at global and local level. In 2022, this policy was updated to strengthen the Group s commit- ment to implement processes that are transparent, inclusive, and careful, to ensure the retention and development of personnel. The Internal Job Posting is also part of this process. Through the ded- icated area on the company intranet, all employees can apply for open positions that best align with their profile, level of experience and aspirations ten days before they are placed on external recruit- ment channels. In 2022, at Moncler the positions filled via the In- ternal Job Posting accounted for 15% at global level, in particular they accounted for about 20% in Europe, 24% in America and 22% in Asia. At Stone Island seven employees benefited from the Inter- nal Job Posting in 2022.
The Group s attractiveness has been confirmed by the sig- nificant number of applications received also in 2022. During the year more than 30,000 curricula (+17% compared to 2021) were submitted via the corporate website, in line with the trend of previ- ous years.
COLLABORATION WITH ACADEMIA Of particular importance are the collaborations with leading pro- fessional schools, universities and business schools, with which Moncler has longstanding relationships, including internship pro- grammes for students and new graduates, project development, participation in working groups and visits to corporate sites. Em- ployer branding activities are an excellent opportunity to raise awareness on the Company s ongoing evolution, increase its at- tractiveness and reach out to a large number of talented individu- als. To ensure access to the most diverse talent pool possible, the company has identified a group of universities known for their abili- ty to attract students from diverse backgrounds.
Each year, Moncler and Stone Island offer various internship opportunities, giving high-potential young people the chance to learn about the business and participate in a training experience. In 2022, over 210 internships, both curricular and extra-curricular, were offered at the Group. In particular, young interns from 12 dif- ferent countries were hosted at Moncler s Italian corporate offices in 2022. With regard to these two latter categories, 34% of intern- ships that took place in 2022 led to employment contracts.
During 2022, Moncler continued to organise meetings with students from partner schools via digital channels and, only where possible, through physical meetings. Workshops, business cas- es and recruitment sessions were designed for these occasions, based on ad hoc programmes designed for each school.
The main schools Moncler partnered with in 2022 were: Cat- tolica University of Milan, Bocconi University of Milan, Ca Foscari University of Venice, University of Padua, Politecnico of Milan, Isti- tuto Secoli and IED of Milan, Domus Academy of Milan, Istituto Ma- rangoni and NABA of Milan, Milan Fashion Institute, Luiss of Rome, London Business School and H-FARM, a digital platform that helps young people launch innovative initiatives and supports companies in the digital transformation.
MANAGEMENT AND DEVELOPMENT