79 RESPONSIBLE BUSINESS MANAGEMENT78 RESPONSIBLE BUSINESS MANAGEMENT MONCLER GROUP 2022
TARGETS 2022 RESULTS
NURTURE UNIQUENESS
CREATE A SYSTEM OF PROCEDURES AND POLICIES TO SUPPORT DIVERSITY, EQUITY & INCLUSION (DE&I)
2022 Update of the selection process to further enhance and protect diversity
Selection procedure updated with a greater focus on diversity enhancement and protection, through the use of a more inclusive language
Twenty colleagues from different business areas in- volved in a workshop to update job descriptions to be more inclusive
Participation of the Talent Acquisition team in the Diversity Day in Italy, dedicated to integration of people with disabilities
Introduction of blind hiring techniques
2022 Publishing of the DE&I Manifesto and policies on di- versity, equity and inclusion
DE&I Manifesto defined
Group Human Rights Policy defined
Personnel Search and Recruitment Policy updated with a greater focus on enhancing and protecting diversity and promoting inclusion
2023 Applying a policy on parental leave worldwide
2022 Strengthening employees protection systems
New internal communication campaign launched on the whistleblowing procedure
Meetings held with the human resources managers of the production hub in Romania to raise awareness of the importance of whistleblowing and reporting methods
2025 Equal pay certification at global level (Moncler brand perimeter)
2025 Publishing a DE&I report
Launched the process of integrating DE&I perfor- mance indicators into the employees data reporting system
VALUE PEOPLE [SDG 3]
ONGOING Annual repetition of the employee satisfaction survey at global level
Carried out the sixth internal employee satisfaction survey, MONVoice, with an 89% response rate and in- volving 4,578 people at Group level
2023 Inclusion of an objective linked to DE&I in the Manage- ment By Objectives (MBO) remuneration systems for the Group s top management
Included an objective linked to DE&I in the MBO remu- neration systems for the Group s top management
TARGETS 2022 RESULTS
NURTURE UNIQUENESS
PROMOTE NEW WAYS OF WORKING
2022 Increasing networking opportunities
Thank Boss It s Friday! initiative to get to know better and offer suggestions and ask questions to top management extended to Stone Island employees. Simultaneously, launched an international format involving the Moncler brand s Regions
Lead Accelerator initiative to involve employees from different corporate areas and functions in order to strengthen collaboration within the Group
2023 Development of new initiatives to be included in onboarding programmes
2023 Implementation of a new corporate organisational model based on cross-functional and cross-cultural working groups
2023 Creation of a Diverse Steering Committee for strate- gic projects
2024 Creation of groups of employees active in diversity, equity and inclusion topics (Employee Resource Group ERG) in each Region of the Group
GIVE BACK
PROTECT PEOPLE FROM THE COLD
2025 150,000 people in need protected from the cold (2020-2025)
Over the last six years, approximately 108,000 children and families protected from the cold through the Warmly Moncler project, with necessities, neonatal kits, blankets and Moncler garments
CREATE SHARED VALUE [SDG 11]
2022 Nursery for employees children at the production site in Romania
2024 Implementation of a high social value project every two years
Built the nursery for employees children at the produc- tion site in Romania
2022 100% of eligible employees volunteering 100% of eligible employees volunteering
Target achieved Target on time Target delayed
Target achieved Target on time Target delayed
