| ’Moncler Group | Annual Report 2024 Board of Directors’ Report 240
[S1–4] Taking action on material impacts on own
workforce, and approaches to managing material risks
and pursuing material opportunities related to own
workforce, and effectiveness of those actions
The Nurture Uniqueness pillar of the Group’s sustainability
strategy focuses on enhancing and motivating people within
the organisation. In the Sustainability Plan, the Group has def ined
clear objectives and actions as a result of an in-depth analysis
of areas where the maximum positive impact can be achievedand
where potential negative impacts and potential risks
can be minimized.
Recruitment, selection and hiring
The current constantly transforming and evolving scenario requires
new skills, professionalism and adaptability. At the same time,
it is essential for a company to be able to attract and value talent
in order to face present and future challenges. The Group is
committed to creating an international working environment,
characterised by deep and unique expertise, where the sharing
of ideas and experiences stimulates creativity and innovation.
In this context, recruitment, selection and hiring processes
play a key role and several initiatives have been implemented
to support these ef forts.
During 2024, the Talent Acquisition Department continued
the process of revising, in an inclusive way, the language to be
adopted from the job description phase to the interview phase.
To support this initiative, training sessions were organised
for the staf f involved in the recruitment, selection and hiring
processes at a global level.
The activity of internal job posting, among functions and
Regions, is also included in the context of the recruitment, selection
and hiring process. Each employee, through the dedicated area
on the company platform, can apply for open positions that
best align with their prof ile, level of experience and aspirations,
ten days before the external job announcement is published.
In Moncler in 2024 positions f illed via internal job posting
accounted for around 15% at the global level. Specif ically, they
accounted for around 15% in Europe, 9% in America and 18%
in Asia In Stone Island approximately 10 of searches were
covered through internal job posting during the year
One fundamental aspect of attracting talent that aligns with
the corporate culture and shares the organisations goals is the
Employee Value PropositionEVP which the Group def ined
in 2024 The EVP represents what distinguishes and values
the two Brands as employer highlighting the characteristics that
make their respective organisations unique and thus improving
the perception of Moncler and Stone Island in the labour market
As part of this initiative internal focus groups and surveys were
organised helping to identify the distinctive elements of the two
Brands as employers by analysing what makes them unique and
relevant to external candidates
Particularly important for market research are also collaborations
with the top vocational schools, universities and business schools
worldwide, with which Moncler has established relationships,
of fering internship programmes for students and recent graduates,
involvement in project development, participation in working
groups and visits to operational sites. To access the most diversif ied
talent pool, the Moncler Group has identif ied a panel of
universities recognised by the QS Sustainability Ranking for their
ability to attract students while ensuring a high level of diversity.
Since 2023, selection processes for students have been initiated
in each of the Group’s regions, resulting in internships at the company.
Moncler and Stone Island of fer several internship
opportunities each year, providing high-potential young people
with the chance to experience the company and gain valuable
training. In 2024, around 170 internships were activated within
the Group both curricular and extra-curricular. In particular,
Moncler’s Italian corporate of f ices hosted young interns from
11 dif ferent countries during the year. Among these two types
of internships, 31% of them resulted in job contracts in 2024.
In 2024, Moncler continued organising meetings with
students from partner schools. Workshops, business cases and
recruitment sessions were designed for these occasions, based
on ad hoc programmes designed for each school.
As part Executive Master’s in Luxury Management (EMiLUX)
at SDA Bocconi, Moncler participated in the Behind the Scenes
project, hosting two students at the Montenapoleone f lagship
store in Milan for an immersive retail experience alongside
the Client Advisors. In addition, it again collaborated with the
Luxury Business Management MBA at SDA Bocconi to develop
The Moncler Way and Cross Selling project. It also hosted
a delegation from the Columbia Business School Retail &
Luxury Goods Club, of fering the opportunity to discuss the
new brand platform with Stone Island’s Chief Executive Of f icer
and client strategy with Moncler’s Chief Retail Of f icer.
Finally the collaboration continued to identify new resources
to be included in the retail channel with the École Hôtelière
de Lausanne
Thanks to these initiatives the Group has consolidated
its
attractiveness as demonstrated by the signif icant number
of applications received In 2024 in fact over 40470 CVs were
received through the company portal an increase of 25 compared
with 2023 continuing a constant positive trend over the years
In 2024 a new IT application was implemented to manage
the recruiting process with the aim of simplifying it and making
it more inclusive The new Applicant Tracking System enables
an ongoing dialogue with candidates promoting the creation
of a community and strengthening a continuous relationship with
professionals interested in joining the Company
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