Moncler Group | Annual Report 2024 Board of Directors’ Report 116  | ’

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TARGETS 2024 RESULTS

NURTURE UNIQUENESS

Promote an inclusive culture through training [SDG 4; 5]

2024

100% of employees involved in a training programme on diversity,

equity and inclusion

✓ 100% of employees involved in a training programme on diversity, equity

and inclusion (DE&I) that comprises several modules delivered globally,

including a course on DE&I Essentials, one on Unconscious Bias, and the

Building Bridges programme that involves 100% of management

2024

Extension of MONCampus, the corporate training programme

for young talent, at global level

✓ Extended the MONCampus programme at global level,

involving all the Group’s Regions

2025

Update of the PIUMA Leadership model, the company’s performance review

system, with a focus on inclusivity

→ Developed the f irst draft of the leadership model

Ensure representation [SDG 4; 5]

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 (science, technology, engineering

and mathematics) positions

→ 70% women in total workforce

→ 52% women in all management positions

→ 56% women in junior management positions

→ 41% women in top management positions

→ 5

5% women in management positions of revenue-generating departments

→ 61% of women in STEM-related positions

Creating a system of procedures and policies to support Diversity, Equity & Inclusion (DE&I)

Ongoing

Strengthening employees protection systems ✓ Launched a new internal communication campaign on the

whistleblowing procedure

2024

Launch of the Ferie Solidali* initiative in Italy

* The possibility of transferring – free of charge – vacation days to colleagues

to assist them to manage specif ic and particular needs

✓ Signed the agreement in October 2024 in Italy, for the establishment

of the community hours bank, allowing Group employees to donate

vacation days to colleagues in diff iculty, with an equivalent contribution

offered by the Company

2025

Equal pay certif ication at global level (Moncler Brand perimeter)→ Equal pay certif ication achieved for the Moncler Brand

Headquarters in Italy

→ Started the certif ication process in South Korea, Japan, Chinese

mainland, France, the United States and Romania

2025

Publishing a DE&I report → Continued the process of integrating DE&I performance 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 eighth internal employee satisfaction survey, MONVoice,

with a 92% response rate, involving 6,777 people at Group level

2024

Launch of second Diversity Equity and Inclusion Survey involving 100

of employees at global level

✓ Launched the second survey with the aim of further deepening

and strengthening topics related to DEI at global level

Promote new ways of working

2024

Creation of working groups at regional level to ensure DEI plan

implementation and to share new proposals

✓ Established local working groups in each Group Region

which were involved in the def inition of activities in the area

of diversity equity and inclusion

LEGEND

✓ Target achieved

→ Target on time

⚪ Target delayed