Moncler Group | Annual Report 2024 Board of Directors’ Report 104  | ’

[–]

,

(),–:

,

–

,;

–

’,

–-

–,

–

’,

–

–,

–

–’

–

–

–-

–()

–,

–

–

–

–,

,

:

–

–

–

–

–

–

–

–

:

–

[GOV–3] Integration of sustainability-related

performance in incentive schemes

Moncler’s remuneration policy, submitted to the approval

by the Shareholders’ Meeting, includes the integration of

sustainability objectives into both short-term and

medium-to-long-term incentive remuneration system.

This approach ensures that top management’s remuneration

is aligned with the Group’s sustainability strategy.

The Nomination and Remuneration Committee

and, with reference to ESG indicators, the Control, Risks

and Sustainability Committee, are responsible for reviewing,

prior to the Board of Directors, the sustainability objectives

and verifying their achievement. The Board of Directors,

in turn, is required to approve the def inition of these objectives

and to verify that they have been achieved.

The remuneration package of the Chairman and Chief

Executive Of f icer, Executive Directors and strategic managers

includes a variable component which provides:

• a short-term incentive (Management By Objective

or MBO), which includes an ESG indicator among the targets,

representing 10% of the total. This indicator is based

on the annual objectives of the 2020–2025 Sustainability

Plan, def ined for the relevant year. These objectives

specif ically refer to the key drivers of the plan, which

include the f ight against climate change and the protection

of biodiversity, the circular economy, the responsible

supply chain, the promotion of diversity and support

for local communities;

• a

medium/long-term incentive, represented by stock incentive

plans (Long Term Incentive or LTI) that include among

the objectives an ESG indicator, representing 15% of the

total. For the incentive plan, named the 2022 Performance

Shares Plan, the second award cycle (2023–2025) of which

is i

n progress, the ESG indicator consists of the following

three objectives:

○

the carbon neutrality of the Group’s directly managed

s

ites worldwide, achieved through 100% energy from

renewable sources, 90% company f leet vehicles with

a low environmental impact and the compensation

of unavoidable residual emissions in 2025

○

50 of the nylon used in the 2025 collections coming

from preferred raw materials eg recycled nylon

and biobased nylon

○

achieving Equal Pay certif ication at global level

for the Moncler brand in 2025

The 2024 Performance Share Plan, approved by the Shareholders’

Meeting on 24 April 2024 and currently in progress, includes

an ESG indicator consisting of three targets relating to:

• completion of the training programme on Diversity, Equity

& Inclusion topics by 100% of management (managers,

senior managers, executives and senior executives) by 2026;

• 55% of the nylon used in the 2026 collections coming

from “preferred” raw materials (e.g. recycled nylon

and bio-based nylon);

• obtaining certif ication, by 2026, for the new Moncler

Headquarters according to the LEED for Building Design and

Construction standard, which certif ies the environmental

ef f iciency of buildings, and according to the WELL standard

relating to the comfort and working conditions of employees.

In addition, as an over-performance criterion, both plans provide

for an additional target that ref lects the achievement of a high

rati

ng for the Group’s sustainability performance by one of the

leading ESG rating agencies: for example, S&P Global, CDP,

MSCI or Sustainalytics.