111 nURTURe UnIQUeneSS110 nURTURe UnIQUeneSS MONCLER GROUP 2023

Moncler and Stone Island take an inclusive approach to employ- ee well-being, focusing attention on work-related stress issues. In 2022 Moncler renewed its assessment of work-related stress at corporate sites in Milan: for all offices, the results of this assess- ment showed a low risk. This assessment will be updated in 2024. despite the low risk obtained, in 2024 the Company will continue to implement a series of actions aimed at implementing a process of continuous improvement: the stress assessment was used as a basis for the planning and implementation of organisational or man- agement measures aimed at preventing or minimising stress-relat- ed harm on worker health.

This assessment was also carried out at Moncler production site in Romania and at the Stone Island sites in Milan and Ravarino (Modena), also found to have a low risk level.

TRAINING AND INFORMATION People training is part of the prevention activity promoted by the Moncler Group. during 2023, approximately 43,000 hours of health and safety training were delivered. Specific training courses, ded- icated and customised on the basis of the various professional profiles and risk levels, were launched in order to transfer the ap- propriate knowledge, skills and values for working safely .

The majority of employees have received general workplace safety training in compliance with the law. For those at the Compa- ny who occupy positions of responsibility and coordination, addi- tional training has been provided, specific to officers, to facilitate the monitoring and compliance of workers with conduct in line with the legal and company s health and safety rules.

In addition, a health and safety course with content specif- ic to store employees continued to be provided to all Group stores.

HEALTH AND WELL-BEING The Moncler Group s commitment to the promotion and protection of the health of its employees extends beyond the limits of its busi- ness activities and occupational risks. This is the meaning and pur- pose of the various initiatives relating to training and information on prevention organised during the year.

The Moncler Group is committed to sign agreements with lo- cal clinics to ensure employees have access to the best medical centres at the lowest rates. In 2023 a dedicated psychological con- sultation service continued to be made available to employees at Moncler s sites in Italy. See also pages 101-102.

In addition, the Group participates in a supplementary health care fund for workers in the Italian fashion industry, which provides services supplementary to those of the Italian s national Health System. during the year, 1,457 employees registered with the fund. See also pages 101-102.

In 2023, the traditional company welfare initiatives continued at the production site in Romania. Moncler has always put in place various activities to promote the health and well-being of employ- ees in Romania: from offering annual blood tests directly on site, to conducting free eye tests, to helping to purchase eyeglasses. The evaluation on the ergonomics of some workstations in the iron- ing department, needed to formulate improvement plans to reduce staff fatigue and maximise productivity, was extended to the sew- ing department during the year. Lastly, new Led lighting systems, which are more environmentally efficient and contribute to improv- ing working conditions, continued to be installed.

Another issue that Moncler and Stone Island regularly monitor is noise in workplaces, which can cause a range of health problems for workers. In particular, at all corporate offices and the produc- tion site in Romania, noise measurements are carried out annually to check compliance with the permitted limits in each area.

Air quality, temperature and humidity can also generate un- comfortable situations in the workplace, affecting both physical health and the psychological well-being of workers. Specifically, the Moncler Group, in order to ensure proper workplace ventilation at the corporate sites in Trebaseleghe (Padua) and Romania and at the Stone Island site in Ravarino (Modena), where there are vari- ous micro-climatic conditions due to different processing phases, continued to carry out efficiency upgrade projects involving the in- stallation of latest-generation ventilation systems, which are peri- odically checked.

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

ployees includes various programmes that promote work flexibility and the best work-life balance.

The Moncler Group acknowledges and respects the right of its employees to be represented by trade unions and maintains re- lations with these bodies based on mutual recognition, dialogue and cooperation.

Trade union relations and negotiations are managed in accordance with the highest principles of transparency and fairness and in strict compliance with applicable laws.

In Italy, Romania, France, Belgium, Austria, the netherlands, Spain and Brazil, all employees are covered by collective bargain- ing agreements, accounting for approximately 66% of the employ- ees worldwide.

The Moncler Group bases its policy of industrial relations on constructive dialogue, which aims at involving employee represen- tatives and maintaining a good work environment. The search for shared solutions translates into a total absence of conflict.

Thanks to the collaborative environment established over the years, also in 2023 no company strikes or trade union protests by workers directly employed by Group companies, nor any cases in which the freedoms of association and collective bargaining were violated or found to be at risk, were registered.

during 2023, Moncler continued to hold periodic meetings with trade union representatives, elected during the year, mainly concerning technical and managerial training courses, the adoption of a system to prevent the potential data loss, which the company will implement in 2024, and measures adopted by the company to support the balance between the private and professional lives of employees through the adoption of the CARePLACe portal.

At Stone Island, in 2023 meetings with trade union repre- sentatives led to the definition of the new company supplementary contract, which has a three-year term and establishes a corporate welfare platform. The agreement also includes the expansion of measures to support parenting and the management of corporate volunteering.

The Group is aware that some strategic decisions may have repercussions on its employees and, in this regard, in case of signif- icant organisational changes (e.g. reorganisation processes or oth- er significant transactions), has always implemented, and commits to continue to do so, all procedures for prior information and con- sultation of employees provided by law.

MOnCLeR S neW SUPPLeMenTARY COMPAnY PLAn

Protection, well-being and listening to people are key to the Group. Accordingly, in collaboration with trade unions, major benefits are introduced to the supple- mentary agreement for Italian employees.

SUPPORT FOR PARenTS Moncler s support for parents includes a range of opportunities for new parents to help take care of their children and return from leave. In 2023, the Moncler Group introduced the New Parents Policy. This policy introduces new measures to enhance parenting and improve the well-being and work-life balance of its people, regardless of gender, marital status or sexual and affective orientation. The new policy introduces a global minimum standard that provides 16 weeks of fully paid leave for all new parents employed by the Moncler and Stone Is- land brands, taking into account both the fixed and variable components of pay, and including any amounts locally recognised by authorities, laws, and collec- tive bargaining agreements.

Measures to facilitate return from leave and family management include the possibility of applying for flexible hours and additional paid leave until the child is three years of age. In addition, remote working methods and counselling services in support of emotional well-being are available.

With the introduction of this new policy, the Moncler Group continues its journey to promote inclusion and equity, in order to create a positive working en- vironment that is attentive to people s needs. See also page 240.

SUPPORT FOR PeOPLe Moncler s initiatives to support people include providing tools for attention in cases of serious illness, managing specialist visits, bereavement, and volun- teering. Personal support relates to offering additional paid leave for medical

INDUSTRIAL RELATIONS