Moncler Group | Annual Report 2024 Board of Directors’ Report 242  | ’

Within the Leadership Academy, function managers and regional

Presidents are involved in activities designed to strengthen team

cohesion and align the leadership with the Group’s evolving

challenges. In 2024, an event was organised in collaboration with

the IMD Business School, focusing on two key topics:

Future Readiness, to provide strategic tools to anticipate market

changes, and Inclusive Leadership, aimed at exploring the importance

of a psychologically safe and inclusive environment as a key

element for innovation and growth.

Additionally, within the Leadership Academy, a training course

of about 600 hours was developed, specif ically for employees

with coordination tasks at the “smart factory” in Trebaseleghe

(Padua), focusing on communication, feedback, motivation

and collaboration.

In parallel with the Leadership Academy training programs,

the Group’s commitment to involving employees in development

paths continued, including:

•

MONCampus, an initiative designed to accelerate the

growth of young talent at Moncler and Stone Island,

by of fering an interactive global development pathway

for skills enhancement and knowledge exchange.

In 2024, the programme was expanded through a collaboration

with POLI.Design of the Politecnico di Milano, which

introduced new content, and through the international

expansion of the initiative, with the involvement of 23

participants from all the Regions in which the Group operates.

The 2024 edition saw the assignment of four strategic

projects by top management, to which participants have

to apply the skills acquired in real business contexts.

MONCampus’ leadership and innovation courses, including

Leading International Projects and Design-Driven Innovation,

provide additional training support. The programme will

conclude in July 2025 with the presentation of the projects

to the leadership.

MAKERS LAB a global initiative that aims to promote the

transfer of technical skills among Moncler and Stone Island

employees In the programme internal experts Subject

Matter Experts or SMEs share their knowhow on processes

and tools with colleagues from various functions encouraging

crossfunctional learning

Stone Island experts were also involved in 2024 fostering

a mutual skill exchange between the two Brands

This year over 1100 hours of professional development were

delivered reaching more than 650 employees globally

MATE a specialized threeyear training program for new

graduates from technical and vocational schools of fering

advanced skills in sample production prototyping

and quality control, with a focus on down jacket creation.

The fourth edition of MATE was launched in 2024, involving

11 new participants and over 19,000 training hours.

The programme has also been extended to Stone Island with

the Stone Island Atelier Project. At the same time, the Pattern

Making School in Romania, active since 2018, continues

to train young local talents in modelling and development,

strengthening local skills and productivity.

In addition to specialized programmes, the Moncler Group

continues to of fer mandatory training courses. In 2024,

the e-learning module on Legislative Decree 231, which makes

the Group’s ethical principles accessible to all employees,

was updated. In Italy, the Finance functions of Moncler and

Stone Island have received specif ic training on Tax Crimes,

Market Abuse and Money Laundering, while a new mandatory

global anti-corruption course was introduced. The course

on GDPR and cybersecurity was also updated to protect company

data. Mandatory training according to Legislative Decree

81/2008, to raise employees’ awareness of occupational risks and

promote a safe and compliant working environment,

has continued at the Italian and Romanian sites.

Courses on topics such as human rights, DE&I and

environmental sustainability were also of fered. A global

DE&I Essentials module to promote an inclusive culture was

launched

in 2024, along with a module on Unconscious Bias

to raise awareness of the need to overcome this.

In 2024 e-learning modules on workplace harassment were

delivered in the Americas Region and in Japan. Lastly, in the

environmental f ield, the new global course designed to raise

employees’ awareness of global environmental challenges,

on topics such as climate change, biodiversity, water resource

management, etc., has been published.

Development

To support the enhancement and development of people’s potential,

the Group uses the PIUMA Leadership Model an annual

performance evaluation system that measures the skills people

use to achieve the assigned targets Based on a robust methodology

it measures performance by assessing the level of knowledge

problemsolving ability and impact on the business and leadership

then comparing it with the standard expected for the specif ic

role This allows to verify the level of adherence of the individual

to their role def ining potential training and development plans

The assessment is based on values of which every employee

must be an ambassador and promoter integrity passion harmony

with company culture ability to build trustbased relationships

global vision and the drive towards innovation Specif ically

one of the dimensions in which each employee is evaluated

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