75 ReSPOnSIBLe BUSIneSS MAnAGeMenT74 ReSPOnSIBLe BUSIneSS MAnAGeMenT MONCLER GROUP 2023
Target achieved Target on time Target delayed
TARGeTS 2023 ReSULTS
nURTURe UnIQUeneSS
PROMOTe An InCLUSIVe CULTURe THROUGH TRAInInG [SdG 4; 5]
2023 Townhall on diversity, equity and inclusion
Held first ever townhall on the theme of inclusive cul- ture, bringing together the entire Moncler and Stone Island population worldwide
2023 Formulation of guidelines and implementation of in- clusive leadership training programmes
Shared guidelines on inclusive leadership training programmes with Regions and launched training courses with top management
2024 NEW 100% of employees involved in a training programme on diversity, equity and inclusion
2024 NEW extension of MONCampus, the corporate training programme for young talent, at global level
2025 NEW Update of the PIUMA leadership model, the com- pany s performance review system, with a focus on inclusivity
enSURe RePReSenTATIOn [SdG 4; 5]
2023 expansion of the Group s global pool of talents by involving new universities and schools with a view to increasing diversity
Selected the first groups of graduates from universi- ties identified through the QS Sustainability Rankings in all Group Regions
2025 ≥ 50% women in total workforce
≥ 50% women in all management positions
≥ 50% women in junior management positions
≥ 50% women in top management positions
≥ 50% women in management positions of reve- nue-generating functions
≥ 50% of women in STeM*-related positions
* Science, technology, engineering, and mathematics
69% women in total workforce
51% women in all management positions
55% women in junior management positions
42% women in top management positions
49% women in management positions of reve- nue-generating functions
67% of women in STeM-related positions
Target achieved Target on time Target delayed
TARGeTS 2023 ReSULTS
CReATInG A SYSTeM OF PROCedUReS And POLICIeS TO SUPPORT dIVeRSITY, eQUITY & InCLUSIOn (de&I)
2023 Applying a policy on parental leave worldwide
Introduced the new Parents Policy to the entire Mon- cler and Stone Island population, offering all employ- ees, regardless of gender, marital status or sexual and affective orientation, 16 weeks of fully paid leave
OnGOInG Strengthening employees protection systems Launched new internal communication campaign on the whistleblowing procedure
Meetings held with the human resources managers of the Regions to raise awareness of the importance of the whistleblowing procedure and of the reporting methods after the last update of the Whistleblowing Policy
2024 NEW Launch of the Ferie Solidali* initiative in Italy * The possibility of transferring - free of charge - vacation days to
a colleague to assist them in managing specific and particular needs
2025 equal pay certification at global level (Moncler brand perimeter)
2025 Publishing a de&I report Continued the process of integrating de&I perfor- mance indicators into the employees data reporting system
VALUe PeOPLe [SdG 3]
OnGOInG Annual repetition of the employee satisfaction survey at global level
Carried out the seventh internal employee satisfac- tion survey, MONVoice, with an 92% response rate and involving 5,816 people at Group level
2023 Inclusion of an objective linked to de&I in the Man- agement By Objectives remuneration systems for the Group s top management
Target achieved in 2022
2024 NEW Launch of second diversity, equity and Inclusion Sur- vey involving 100% of employees at global level
