77 RESPONSIBLE BUSINESS MANAGEMENT76 RESPONSIBLE BUSINESS MANAGEMENT MONCLER GROUP 2022
TARGETS 2022 RESULTS
THINK CIRCULAR & BOLD
SPREAD A SUSTAINABILITY CULTURE
2024 100% of employees involved in an environmental train- ing programme worldwide
Sales assistants trained on the Moncler Born to Protect (BTP) collection
2023 100% of the sales personnel worldwide involved in training programme on sustainability and on sustain- able materials and components used in collections
100% of sales assistants trained on fabrics and accessories with lower environmental impact used in the third Moncler Born to Protect collection
BE FAIR
STRENGTHEN TRACEABILITY SYSTEMS OF RAW MATERIALS [SDG 12]
2023 100% of down suppliers also compliant with the new human rights and environmental modules included in the DIST Protocol (Stone Island will adopt the same environmental and social modules in its Responsible Down Standard - RDS certified supply chain)
Pilot audits carried out to test the human rights and environmental module checklist on 100% of Moncler down suppliers
2023 Key raw materials traced Traceability process tested
2024 Key raw materials in line with the Responsible Raw Materials Manual
2024 Moncler fur-free collections Stone Island, that has not used fur since 2018, has pledged not to use it also in the future
PROMOTE A FAIR AND SAFE WORKPLACE [SDG 8]
2025 At least 80% of critical suppliers* aligned with the highest levels of the Moncler Group s social compli- ance standard
*For the definition of critical suppliers, see the chapter Be Fair, at page 132.
239 ethical and social audits carried out. 100% of suppliers of outerwear audited on ethical and social aspects in the three-year period 2020-2022*
* The figure also includes audits on ethical and social aspects carried out by Stone Island prior to its integration into the Moncler Group.
85% of critical suppliers aligned with the highest lev- els of the Moncler Group s social compliance standard
ONGOING Prosecution of mapping of suppliers certified ac- cording to ISO 14001 and ISO 45001 standards and launch of an awareness-raising campaign
Mapped and informed 100% of indirect suppliers on health, safety and environmental certifications
ONGOING Promotion of health, safety and environmental certifi- cations at supplier sites
Continued awareness-raising activities on suppliers aimed at promoting the importance of certification processes
2025 100% of critical suppliers evaluated and involved in a living wage analysis*
*Living wage analyses are valid for three years.
40% of critical suppliers evaluated and involved in a living wage analysis
TARGETS 2022 RESULTS
NURTURE UNIQUENESS
PROMOTE AN INCLUSIVE CULTURE THROUGH TRAINING [SDG 4; 5]
2022 100% of employees involved in a three-year awareness- raising and education plan on different cultures
100% of employees involved in a three-year aware- ness and education plan on different cultures including the American, Korean, Japanese and Chi- nese ones
2022 100% of employees involved in the Unconscious Bias training course
100% of Group employees involved in the Unconscious Bias training course
2022 Expansion of engagement activities for the corporate population
254 (190 in 2021) communications shared with employees to regularly and directly inform and update them about business decisions, results, initiatives and corporate activities
In-company yoga sessions to promote physical and mental well-being at the Moncler corporate head- quarters in Italy
2023 Townhall on diversity, equity and inclusion
2023 Formulation of guidelines and implementation of inclu- sive leadership training programmes
Defined the proposal for inclusive leadership guide- lines to be shared with the top management
2022 Moncler Academy for Knowledge & Excellence (MAKE) training programme extended to 100% of Stone Island employees
100% of Stone Island employees involved in MAKE training programme
ENSURE REPRESENTATION [SDG 4; 5]
2023 Expansion of the Group s global pool of talents by involving new universities and schools with a view to increasing diversity
Universities identified through 2023 QS Sustainability Rankings
2025 ≥ 50% women in total workforce
≥ 50% women in all management positions
≥ 50% women in junior management positions
≥ 50% women in top management positions
≥ 50% women in management positions of revenue- generating functions
≥ 50% of women in STEM*-related positions * Science, technology, engineering, and mathematics.
69% women in total workforce
51% women in all management positions
55% women in junior management positions
37% women in top management positions
53% women in management positions of revenue- generating functions
58% of women in STEM-related positions
Target achieved Target on time Target delayed
Target achieved Target on time Target delayed
