Moncler Group | Annual Report 2024 Board of Directors’ Report 258 Moncler Group | Annual Report 2024 Board of Directors’ Report 259

[S1–15] Work-Life balance metrics

During 2024, 86% of Moncler Group employees were entitled to

all types of family-related leave, including maternity, paternity,

parental, and caregiving leave. Among these employees, 577

ef fectively took advantage of these leave options, representing

8% of those eligible, with a distribution of 79% among female

employees and 21% among male employees.

The Group’s commitment to supporting parenthood and

work-life balance of its employees is also demonstrated by the

adoption of the New Parents Policy (described on page 236).

In addition, most employees are entitled to family caregiving

leave in accordance with national legislation in the countries

where such leave is provided. In countries where it is not

mandated, the Group supports employees with appropriate

measures to safeguard the well-being of those who need it.

In 2024, the Group continued its commitment to monitoring

accident rates for the employees of the service provider that

manages the logistics hub in Castel San Giovanni (Piacenza),

which is SA8000 certif ied, with the aim of ensuring optimal

working conditions. The workplace severity16 rate at the logistics

hub was 0.11 (0.10 in 2023) whereas the workplace frequency17

rate was 3.25 (3.66 in 2023). In addition, monitoring was also

extended to other service providers considered more exposed

to security risk, registering a total frequency rate for all monitored

suppliers of 4.25 (4.06 in 2023).

16

Severity rate number of days lost due

to workplace accidentstotal number of

hours worked x 1000

17

Frequency rate number of accidents

total number of hours worked

x 1000000

In 2024, the average gender pay gap within the Group,

calculated by considering the average pay dif ference between

men and women for each job level and weighted according

to the workforce distribution across professional categories,

stands at 7%. In particular, women’s salary levels show

dif ferences of between 4% and 20% compared to those of men,

except for the managerial category, where women’s salaries

are higher. These dif ferences ref lect employees’ average salaries

in the various organisational categories and therefore do not

consider criteria such as length of service, level of responsibility,

individual performance and career path prior to joining

the Group. If calculated as the arithmetic mean of salary levels,

without considering, among other factors, the distribution

of professional categories, the average gender pay gap would

be around 32%. Since 2023, in line with the aim of obtaining

equal pay certif ication, the Group adopted the methodology

developed by EDGE18 to conduct pay analyses in order to

identify and explain any unexplained gaps. In 2024, the analyses,

which began on the corporate population in Italy, continued

in other countries with the aim of extending EDGE certif ication

globally. In particular, South Korea, Japan, Chinese mainland,

France, the United States and Romania were involved. To date,

unexplained gaps under the threshold of 5% have been found

using this method.

The ratio of the total remuneration received by the Chairman

and Chief Executive Of f icer for 2024 to the total median

annual remuneration of all Group employees is 192:1 (271:1 in 2023

and 216:1 in 2022).

18

The process to obtain equal pay

certif ication involves an indepth

analysis of compensation within the

Company gender representation

at all organisational levels human

resources policies applied in the

Company and employees perceptions

of diversity equity and inclusion These

perceptions are expressed through

an anonymous survey In particular the

compensation analysis is conducted

using a linear regression methodology

which is weighted considering factors

such as role geographical purpose of the

position experience and performance

without gender discrimination The

process is divided into several phases

f irst an analysis is carried out that

assesses compensation based on

objective variables If disparities emerge

they are examined and if not justif ied by

legitimate factors such as experience or

performance action plans are adopted

to eliminate them Finally an external

body verif ies that the Company complies

with international standards certifying

compliance with the criteria of equal pay

required by the EDGE methodology

[S1–16] Compensation metrics (pay gap and

total compensation)

[S1–17] Incidents, complaints and severe human

rights impacts

In 2024, 29 reports of potential violations of the Code of Ethics

relating to working conditions and human rights were received

through the reporting channels made available to employees,

such as the whistleblowing system. Of these, seven cases

were considered relevant and worthy of analysis and further

investigation and concerned incidents of harassment and/or

violent and/or discriminatory behaviour. Based on the investigations

conducted, it was decided to terminate the employment relationship

in f ive cases, while in the remaining two cases, no disciplinary

action was taken, but awareness-raising activities were carried

out with the concerned parties by the Human Resources

department of the respective Regions. None of the incidents

described above gave rise to f ines or sanctions or compensation

for damages. Finally, there were no severe human rights incidents

during the year.