105 nURTURe UnIQUeneSS104 nURTURe UnIQUeneSS MONCLER GROUP 2023

both corporate and retail, at a global level, including the worker pop- ulation in Romania. during the year, 5,837 people were assessed at Group level, 10% more than the previous year, equal to 100%14 of the eligible population.

In addition to this structured annual assessment process, the Group promotes continuous processes of flexible conversa- tion between managers and employees throughout the year, allow- ing them to give and receive constant feedback to raise awareness and review objectives and obstacles to achieving performance.

PERFORMANCE EVALUATION Moncler Group 2023 2022 2021 employees involved (no.) 5,837 5,288 4,218 eligible population coverage (%) 100% 100% 97%

eMPLOYee enGAGeMenT The Group recognises the importance of employee dialogue and active participation as essential to increase the motivation and sat- isfaction of its people and thus create strong long-term relation- ships. The engagement & Internal Communication department within the People & Organisation function is tasked with the devel- opment of strategies, actions and tools for people engagement and promotion of corporate culture. Several initiatives were developed in 2023, all of which sharing some distinctive features: developing collaboration between people, creating opportunities for sharing and knowledge, facilitating the communication of information and creating a shared culture and vision in order to increase team spir- it at the Moncler Group.

Also in 2023 the annual people satisfaction survey, MON- Voice, was carried out, with the aim of capturing the company s po- sitioning with respect to two aspects: employees engagement and enablement. By analysing the individual components of each of these two aspects, the Moncler Group identifies the strengths and areas on which to work to increase and improve its overall positioning.

The seventh edition of MONVoice involved 5,816 people worldwide, with a questionnaire of 47 closed questions and an open question asking people for suggestions on the areas of improve- ment of the Moncler Group and the factors that motivate them.

The main areas of excellence that emerged included quality and attention to the client , respect and recognition and the flex- ibility and availability of managers . Collaboration and communica- tion between departments , while growing, remains the area to be strengthened, together with the Group s capacity to organise work in a structured manner and in line with the responsibilities required by the role performed and the remuneration and benefits system .

In order to start a process of improvement for people, starting from the people themselves, results are shared worldwide through internal communication, as well as through dedicated meetings. Opportunities for sharing results are key to deepen the data that have emerged and then formulating action plans and improvement projects to meet the entire organisation s expectations and needs.

PEOPLE SATISFACTION SURVEY Moncler Group 2023 2022 2021 employees involved (no.) 5,816 4,578 4,286 eligible population coverage (%) 100 100 100 engagement rate (%) 65 64 62 Response rate (%) 92 89 88 of which women (%) 93 89 70

Activities aimed at creating contact points between employees and the Group s top management continued. It continued the Thank Boss It s Friday!, an initiative launched in 2019 where employees share their curiosities and propose suggestions to top manage- ment with a view to open dialogue. In 2022, the format was extend- ed to Stone Island and also launched globally, adapting it to local cultures, inviting Group people to take part in online meetings with the Presidents of the Regions and promoting international groups of participants from different parts of the world. In 2023, approxi- mately 240 people participated in the initiative.

In line with the objective of creating awareness of what is occur- ring within the Group and setting up opportunities for contact with top management, several meetings were held for all employ- ees, during which they were informed of financial results. These were opportunities set up at the corporate level to explain and celebrate company results and update the entire corporate popu- lation on the most important projects. These initiatives have also been replicated periodically at local level, in order to deepen each Region s results and targets.

Convinced that corporate volunteering is not only a tool for social responsibility, but also a means of creating a culture of diver- sity and solidarity, Moncler, since the launch of the first programme in 2018, has partnered with a number of non-profit organisations in activities ranging from environment to social. All employees at sites worldwide can take two days a year to volunteer, choosing from different organisations, types of activities and days.

The project with Legambiente aimed to raise awareness of the environmental impact of the dispersion of waste in nature con- tinued. In the project, the Group s volunteers actively participated in the campaign for parks and beaches conservation, which were cleaned mainly of plastic materials or invasive plants. In addition, another project was launched, involving the Group s people in ac- tivities to restore and maintain schools and community centres in the cities of Milan, Padua and Modena, Italy.

In 2023, in addition to providing economic support to UnHCR in collaboration with the Fondazione Francesca Rava N.P.H., the Group acted promptly, with the support of Moncler and Stone Is- land volunteers, to offer its help in restoring the sites affected by the flood in emilia-Romagna.

Moreover, since 2021 Moncler has invited its people to par- ticipate in the Be Warm project, developed together with Officine Buone to provide Italian hospitals, and above all the Istituto nazio- nale dei Tumori (national Cancer Institute) in Milan, their artistic tal- ent, encouraging employees to share their passion for art, painting, photography, digital art and music. The most creative works select- ed became part of a travelling exhibition in hospitals. For example, in december 2023 the works were exhibited at the niguarda hospi- tal in Milan. In addition, selected singers and musicians had the op- portunity to perform in hospital wards, offering moments of fun and relaxation to doctors and patients.

during the year, numerous initiatives also saw the Regions of the Group engaged in various volunteering activities, from social activities to the cleaning and conservation of natural areas such as parks and beaches.

In 2023, 476 employees participated in these programmes worldwide, for a total of over 2,000 volunteer hours, an increase of 28% compared to 2022.

The Group operates in an international and multicultural context, and regards diversity as an asset to be valued, as well as a source of competitive advantage.

Welcoming everyone, valuing diversity and expressing ourselves always are core aspects of the corporate culture and crucial to its growth and way of doing business. The Group thrives in diversity and engages in dialogue with all generations and cultures, aware that diversity is a resource, an opportunity for enrichment and an asset that makes companies stronger in global challenges.

As stated in the Moncler and Stone Island Codes of ethics, in the Human Rights Policy approved in 2023, and in line with an inclusive approach, no form of discrimination on the basis of eth- nicity, skin colour, gender, sexual orientation, religion, nationality, age, political opinion, trade union affiliation, marital status, physi- cal or mental disability, or any other status or personal character- istic is tolerated. Respect for diversity and equal opportunities and the prevention of all types of discrimination are principles that the Group is committed to ensure at all stages of employment, from the recruitment process to the definition of remuneration, to opportu- nities for professional growth, through to the conclusion of the em- ployment relationship.

Since 2020, the commitment to strengthen the culture of in- clusion and diversity, both within and outside the Group, has led to embrace in a diversity, equity & Inclusion (de&I) journey.

DIVERSITY, EQUITY AND INCLUSION

14 The percentage was calculated on the 2023 eligible workforce employed under permanent contract, the database on which the 2023 assessment process was implemented.