| ’Moncler Group | Annual Report 2024 Board of Directors’ Report 246

ventilation systems, which are periodically checked. In 2024,

microclimate analyses were conducted in several stores

and at the “smart factory” in Trebaseleghe (Padua), revealing

no signif icant critical issues.

Moncler and Stone Island take a holistic approach to employee

well-being, focusing attention on work-related stress issues.

In 2024, Moncler renewed its assessment of work-related stress

at the corporate sites in Milan: for all the of f ices, the results

of this assessment showed a “low” risk. The assessment will be

updated in 2026. Despite the “low” risk obtained, the Company

will continue to implement a series of actions aimed at continuous

improvement: the stress assessment was in fact used as a basis

for the planning and implementation of organisational

or management measures aimed at preventing or minimising

stress-related harm on worker health.

Health and safety training and communications and health

and well-being programmes

People training is part of the prevention activity promoted

by the Moncler Group. During the year 2024, about 48,000 hours

of health and safety training were delivered with specif ic training

courses, dedicated and tailored to the various professional

prof iles and risk levels, in order to transfer knowledge and skills

and create a safety culture.

The majority of employees have received general workplace

safety training in compliance with the law. For those at the Company

who occupy positions of responsibility and coordination, additional

training has been provided, specif ic to of f icers, to facilitate

the monitoring and compliance of workers with conduct in line

with the legal and company’s health and safety rules.

The Moncler Group’s commitment to the promotion and

protection of employee health extends beyond the limits of its

business activities and occupational risks. Awareness-raising and

well-being activities and programmes continued.

Moreover, the Moncler Group is committed to establishing

agreements with local healthcare centres to ensure employees

have access to the best medical centres at the most favorable rates.

In 2024, the traditional corporate welfare initiatives continued

at the production site in Romania, including on-site annual blood

tests, free eye examinations, and f inancial support for purchasing

prescription glasses.

The Moncler Group’s commitment to the well-being of its

employees includes various programmes that promote work

f lexibility and an optimal work-life balance (see also pages 236; 258).

[S1–5] Targets related to managing material negative

impacts, advancing positive impacts, and managing

material risks and opportunities

Below are the details of the targets and results received during

the year in the Sustainability Plan and the results achieved

in 2024 relating to the Nurture Uniqueness pillar which conf irm

the Groups future commitments to promoting the application

of policies in the area of human resources

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