Moncler operates in an international and multicultural context. It cherishes diversity as an asset to be valued and as a source of competitive advantage for the company.
DIVERSITY AND EQUAL OPPORTUNITIES
Welcoming everyone, celebrating diversity everywhere, ex- pressing ourselves always are core aspects of Moncler s cul- ture and determining factors for its growth and its way of doing business. Moncler thrives on multiplicity and engages with all generations and cultures, convinced that diversity is an essential and enriching element.
As stated in the Code of Ethics and in keeping with its inclusive approach, the Group does not tolerate any form of discrimination based on ethnic origin, skin colour, gender, sexual orientation, religion, nationality, age, political affil- iation, trade union membership, marital status, physical or mental disability, or any other personal characteristic or con- dition. Respect for diversity and equal opportunities and the prevention of all forms of discrimination are key principles which Moncler is committed to guaranteeing at every step of the employment relationship, from the recruitment process and definition of remuneration package, to opportunities for professional growth, through to the conclusion of the employ- ment relationship.
In 2020 Moncler committed to strengthening the diversi- ty and inclusion culture, internally and externally, embarking in a diversity and inclusion journey. To that end it established the Diversity and Inclusion Council, a task force composed of the People & Organization, Legal Affairs, Sustainability, and Marketing and Communication departments who will report to the Nomination and Remuneration Committee on initia- tives developed during the year. The committee will receive support from external professionals who will contribute ad- vice on specific topics, and in general, an outside perspective.
The Diversity and Inclusion Council aims to evaluate cur- rent policies and initiatives and define a clear vision which, con-
sistently and in synergy with its business vision, will allow Mon- cler to reach an outstanding level in the field of D&I by working on areas of improvement, launching new diversity initiatives, and monitoring and measuring progress with a particular focus on the specificities of the local communities where the Com- pany operates. This is a deeply rooted cultural reinforcement process mirrored in Moncler s values, including Bring other voices in which represents the Company s ability to thrive on multiplicity and find harmony in diversity, and Keep warm which emphasizes the importance of a workplace where people always feel accepted and part of a cohesive and united group and where all are encouraged to reach their full potential.
Bringing together people with diverse expertise, experi- ence and socio-cultural backgrounds has always enabled the Company to rise to the challenges of an increasingly global and borderless market. As a reflection of this, at the Italian corporate offices alone, there are employees of 39 different nationalities. In 2020, on this note, an important role was played by the cultural awareness sessions developed to foster respect for geographical diversity and to recommend better, more effective ways of interacting and communicating with colleagues from different cultures. See also pages 83-84; 87. In the Americas, D&I was reinforced through four e-learning courses that explained what we mean by diversity and inclu- sion, how to foster an inclusive organization, how uncon- scious bias affects our decisions, and how to prevent sexual harassment in the workplace. See also page 87.
In 2020 the people satisfaction survey, MONVoice, was expanded to include a Diversity & Inclusion section where em- ployees were asked for their personal views on the topic and provide suggestions for future action.
9594 CONSOLIDATED NON FINANCIAL STATEMENT 2020NURTURE GENIUS