Moncler Group | Annual Report 2024 Board of Directors’ Report 254 Moncler Group | Annual Report 2024 Board of Directors’ Report 255

[S1–10] Adequate wages

[S1–11] Social protection

All Group employees, regardless of gender, receive entry-level

salaries that are equal to or higher than the minimum required

by law or collective bargaining, as also highlighted by the annual

living wage analysis conducted on the entire workforce11 according

to the Fair Wage Network methodology, described on pages 264; 267.

The social protection levels of fered by the Group to its employees

comply with the legal standards in force in the countries

in which it operates and, in some cases, are improved thanks

to the adoption of specif ic policies. One example is the

New Parents Policy (see pages 236; 258), which introduces

a global minimum standard that provides 16 weeks of fully paid

leave for all new parents employed by the Moncler and

Stone Island brands, regardless of gender, marital status and

sexual and af fective orientation, taking into account both

the f ixed and variable components of pay, and including any

amounts locally recognised by authorities, laws, and collective

bargaining agreements.

Regarding illness, unemployment (from the start of the

employment relationship), workplace injuries, acquired disability

and retirement, the Group adheres to local legislation to ensure

coverage for these events for employees. It should be noted that

in 8 countries (Italy, Japan, the United Kingdom, the

United Arab Emirates, Ireland, Denmark, Norway and the

Netherlands), local regulations impose limitations on contribution

requirements, company seniority or participation in private funds.

11

In 2024 in all the countries where the

Group operates employees receive an

average salary above the living wage

The Group manages the inclusion of people with disabilities

in accordance with the rules and practices set forth by applicable

laws and encourages the various company departments

to employ people with disabilities. Each placement is assessed

by respecting and considering the needs and abilities of each

individual, ensuring appropriate workstations and, where

necessary, by adjusting working hours. In this way, people are

protected and placed in the best position to perform at their best.

At 31 December 2024, there were 98 employees with

disabilities in Italy, Romania, South Korea, Germany and China,

with an increase of 18% compared with 2023. In the coming

years, the Group will continue to plan to integrate additional people

with varying degrees of disability, including through collaboration

with institutions focused on targeted job placement.

Development

The evaluation process is applied to all organisational roles, both

corporate and retail, at a global level. During the year, 7,006 people

were evaluated in the Group (86% of the workforce at the end of

the year), of which 71% were women and 29% were men, a 20%

increase compared to the previous year, equal to 100%12 of the

eligible population13.

In addition to this structured annual evaluation process,

the Group promotes continuous processes of agile conversation

between managers and employees throughout the year, allowing

them to provide and receive ongoing feedback to raise awareness

and review objectives and obstacles to achieving performance.

Training

In 2024 approximately 3 million Euros were invested in training

an increase of 48 compared with 2023 and 290537 hours

of training were delivered around 305000 in 2023 for more than

7607 employees 7141 in 2023 The slight decrease in training

hours is due to the high base of comparison in 2023 driven by

technical training for new hires at the production site in Romania

carried out with the aim of consolidating their skills and enabling

them to acquire knowledge through observation, practice

and direct application while performing their tasks. At the same

time, training hours dedicated to retail channel employees

and corporate sites employees increased.

The trained people were 49% employees, followed by

blue-collar workers (30%), professionals (11%), managers (8%),

and senior managers and executives (2%). The average hours per

person were 35.5 (approximately 41 for women and 23 for men).

In 2024, the largest investment focused on technical and

professional training, which accounted 77% of the courses

delivered both for sales workforce and corporate employees.

In addition, the commitment to health and safety training was

maintained accounting for 16 of hours delivered Lastly

around 6600 hours of human rights training were delivered

55 compared to 2023

[S1–12] Persons with disabilities

[S1–13] Training and skills development metrics

12

The percentage was calculated on the

2024 eligible workforce employed under

permanent contract the database on

which the 2024 assessment process

was implemented

13

The eligible population includes all

employees who have been working at

the Company for at least six months on

a permanent contract