95 nURTURe UnIQUeneSS94 nURTURe UnIQUeneSS MONCLER GROUP 2023

EMPLOYMENT CONTRACT In 2023, 86% employees had permanent contracts, of which 95% full-time.

FIXED-TERM AND PERMANENT CONTRACTS

Fixed-term contracts represent around 14% of the total and are mainly linked to the seasonality of some business and retail ac- tivities. In 2023, 257 fixed-term contracts were transformed into permanent contracts, demonstrating the Group s commitment to consolidating and retaining people.

At the end of 2023, 555 people were employed under other forms of collaboration (internships, temporary work, etc.) in accor- dance with the law and in relation to business needs. Around 22% of these are temporary-work contracts with a view towards a progres- sive integration, while 78% are internships, considered as an im- portant source of the Group s future talent. See also pages 232-234.

TURNOVER In 2023, the Group s negative turnover was 16%5, down from 2022 (20%). This figure, considered to be the norm, depends on the typ- ical dynamics of retail personnel, a phenomenon considered to be expected given the nature of the competitive context of the sector.

during the year approximately 3,580 people were hired under permanent or fixed-term contracts, of whom approximately 66% were women and 53% younger than 30.

Over 2,300 people left the Group. See also pages 233-234.

NUMBER 2023 employees at 31/12/2022 6,310 new hires6 3,579 departures7 (2,379) Employees at 31/12/2023 7,510

Fixed-term

Permanent

2021 2022 2023

15.2%

84.8%

15.9%

84.1% 86.3%

13.7%

5 negative turnover is calculated as the ratio between permanent employees who left the Group (1,013) during 2023 to the total of permanent em- ployees (6,480) in force at 31 december 2023. In 2023, Moncler s voluntary turnover was 10.5% (13.4% in 2022, 12.5% in 2021 and 10.5% in 2020).

6 Both fixed-term and permanent employees. 7 Including 154 departing employees with contracts terminated on 31 de-

cember 2022 and not including 3 departing employees with contract termi- nated on 31 december 2023.

The recruitment and selection process, along with the evaluation and employees engagement, are of great importance to the Mon- cler Group, aware of the importance of people s contribution to the creation of long-term value.

RECRUITMENT The current constantly changing and evolving scenario requires new skills, professionalism and flexibility. The Group aims to create an international workplace that fosters the sharing of ideas and expe- riences to stimulate creativity and innovation. It focuses on empow- ering employees by providing them with personal and professional development opportunities to support the achievement of its strate- gic goals. Selection and hiring processes therefore play a key role in implementing recruitment campaigns based on objectivity, compe- tence and professionalism, while also conveying the value of equal opportunity ensuring, whenever possible, gender representation as well as the inclusion of all other forms of diversity within the panel of candidates, so as to ensure a fair and impartial selection process.

Selection and personnel recruitment processes are governed by a specific policy and procedures developed at global and local level. In 2022, this policy was updated to strengthen the Group s commitment to implement processes that are transparent, inclusive, and careful, to ensure the retention and development of personnel. In 2023, in further efforts in this direction, the Talent Acquisition de- partment carried out a review of the language to be adopted at each stage of selection in an inclusive perspective, from the description of the job advertisement to the interview stage.

The Internal Job Posting is also part of this process. each em- ployee, through the dedicated area on the company platform, can apply for open positions that best align with their profile, level of expe- rience and aspirations, ten days before external publication. In 2023, at Moncler the positions filled via the Internal Job Posting accounted for 15% at global level, in particular they accounted for about 20% in europe, 24% in America and 10% in Asia. At Stone Island eight em- ployees benefited from the Internal Job Posting in 2023.

The Group s attractiveness was confirmed by the signifi- cant number of applications that continued to be received in 2023. during the year more than 37,000 curricula (+23% compared to 2022) were submitted via the corporate website, in line with the trend of previous years.

In 2023, the onboarding experience was improved to facilitate the entry of new employees. Through workshops with colleagues from different functions and seniority levels, needs and expecta- tions were identified and refined with respect to the current process.

COLLABORATIOn WITH ACAdeMIA Of particular importance are the collaborations with leading pro- fessional schools, universities and business schools, with whom Moncler has longstanding relationships, including internship pro- grammes for students and new graduates, project development, participation in working groups and visits to corporate sites. em- ployer branding activities are an excellent opportunity to raise awareness on the Company s ongoing evolution, increase its attrac- tiveness and reach out to a large number of talented individuals. In order to access to the most diverse talent pool possible, the Moncler Group has identified a panel of universities recognized by the QS Sustainability Ranking for their ability to attract students ensuring a high level of diversity. In 2023, student selection processes were ini- tiated in each Group Region, resulting in the addition of new employ- ees from the panel of universities.

each year, Moncler and Stone Island offer various intern- ship opportunities, giving high-potential young people the chance to learn about the business and participate in a training experi- ence. In 2023, approximately 190 internships, both curricular and extra-curricular, were offered at the Group. In particular, young in- terns from 16 different countries were hosted at Moncler s Italian corporate offices in 2023. With regard to these two latter catego- ries, 48% of internships that took place in 2023 led to employment contracts. during 2023, Moncler continued to organise meetings with students from partner schools via digital channels and, only where possible, through physical meetings. Workshops, business cases and recruitment sessions were designed for these occa- sions, based on ad hoc programmes designed for each school. The main schools Moncler partnered with in 2023 were: Cattolica Uni-

MANAGEMENT AND DEVELOPMENT