MONCampus, the first internally-taught pro-

gramme to improve knowledge of Moncler s

value chain, showed such potential for training

opportunities which prompted the Company to

invest resources in putting together a proper

Academy project. The result is MAKE, Moncler

Academy for Knowledge and Excellence, a

learning ecosystem for personal development

in terms of skills and expertise but also in terms

of mindsets, working methods, and organiza-

tional awareness.

In a global competitive landscape whose con-

stant growth is accelerated by technology, it

is vital to act quickly, in an agile way and with

high adaptability. MAKE s goal is to empower

people to face this scenario, so they can keep

Moncler s competitiveness and fuel the innova-

tive spirit that has always set it apart.

Starting with the Group s business needs, MAKE

aims to build a climate of learning where, under

the sponsorship of their supervisors, people are

aware of their professional growth and able to

articulate their needs, while developing an abil-

ity to learn from their day-to-day work, under-

stand that learning is in everything I do , and

share expertise with their colleagues.

To achieve this ambitious result, MAKE consists

of numerous programmes, many of which were

launched in 2020 along with its specially de-

signed technical infrastructure: the MAKEPlat-

form. This is a place accessible to all employees,

where they can find training content, e-learning

courses, articles, and webinars and interact with

their community at any time.

The platform also contains an events calendar

where employees can register for a variety of

activities, and a special area dedicated to Mon-

cler s values. Lastly a specific editorial plan has

been developed in order to provide contents al-

ways fresh and consistent, focused on training

courses linked to four themes: Remote Work-

ing, Management, Leadership, and Personal

Effectiveness.

MAKE s underlying philosophy is to create

training plans tailored to the individual s pro-

fessional family or group, such as new hires

or the newly promoted: specific content will

accompany each person s journey within the

organization and help develop new knowledge

and skills.

To make sure the training themes are firmly an-

chored to business needs, top executives play

a key role in determining the training needs

and in designating Makers, namely the internal

Subject Matter Experts who will take the lead.

The executives are first invited to pinpoint the

knowledge and skill sets needed to achieve the

medium- and long-term targets the Group has

set in its business plan. On that basis, strategic,

leadership, and technical training programmes

are developed for the department s population.

The sharing of knowledge and abilities is one

of the fundamental elements of MAKE, huge-

ly valuable to both the learners and those who

share their experience. For this reason, one of

its key programmes is Makers Lab: the internal

Subject Matter Experts the 23 Makers desig-

nated thus far share what they know about

specific activities, processes, and tools. This

programme started in 2020 with 12 Makers,

who put their knowledge to work in 29 webi-

nars totalling more than 600 hours of training.

A variety of topics were addressed: from how

to optimize in-person or online meetings, to

the basics of project management, lean man-

agement, anti-counterfeiting and traceability,

boutique management and retail development,

the Strategic Sustainability Plan Moncler Born

to Protect, the omnichannel client experience,

and the Group s financial milestones.

In 2021, the MATE (Moncler Academy for Tech-

nical Excellence) project will evolve thanks to

the Adopt a School programme sponsored by

AltaGamma. This is a specific training course

for students in their final year of technical and

professional schools that aims to train young

people to work on sample making, prototyping,

and quality control with a comprehensive view

of how a down jacket is made.

MAKE: MONCLER ACADEMY FOR KNOWLEDGE AND EXCELLENCE

83%

17%

Non mandatory

Mandatory

TYPE OF TRAINING

The average hours per capita, equal to 28, increased by 23% with respect to 2019. In particular, the average hours per capita for women were 32, while those for men were 16.

In 2020, 80% of investments in training activities re- ferred to technical and professional courses for sales staff and employees at corporate offices. There was also an on- going commitment to health and safety training, which ac- counted for 16% of all hours, while 2,750 hours were devoted to human rights training, including 2,400 for the Cultural Awareness and Diversity & Inclusion programmes.

Technical and professional training took place at various moments during the year. The Operations team organized a course on product compliance and sustainable supply chains to share the standards and responsibilities of the various players involved in product compliance, and to look into the measures, requirements, and controls put in place by Mon- cler and the local markets.

The Brand Protection team explained the importance of knowing and following brand protection procedures as fun- damental means to protect the Company from reputational

damage and claims for compensation. Finally, a series of les- sons on Product Lifecycle Management (PLM) was introduced as a new system for collection development.

Globally, courses on the new GDPR (General Data Pro- tection Regulation) and cybersecurity were provided to all employees, as well as a series of product-specific courses. An online course on the Organization, Management and Control Model with a specific focus on anti-corruption, and another on the Code of Ethics, has been provided for employees in Italy to explain Moncler s principles and guiding values in- cluding, in addition, issues on human rights.

As the coronavirus emergency persisted, Moncler de- fined an Anti-COVID Protocol in order to allow its employees to safely return to work. Aware of the importance of inform- ing people in a timely manner and allowing them to learn all about the health and safety measures described in the protocol, Moncler immediately created a specific e-learning course for all of the Group s employees. Throughout the year, Moncler continued to offer training programmes at both the corporate offices in Italy and the production site in Roma-

8584 CONSOLIDATED NON FINANCIAL STATEMENT 2020NURTURE GENIUS