In 2021 the Adotta una Scuola project promoted by AltaGamma, marked an important step forward in the field of specific training. An agreement was signed with the Istituto Professionale Caterina da Siena of Milan with the aim of bringing the business world closer to the academic one, training effectively young students for the workplace on technical and craft skills that are gradually disappearing. The project is dedicated to young students of the second-to-last and the last year of technical and professional institutes and involves ten Moncler experts, each in their own area of competence, with the aim of exploring all the activities needed to realise a finished garment.
In 2022, the Moncler Academy for Technical Excellence (MATE) project will be im- plemented. This specialised training course dedicated to recent graduates of tech- nical and professional institutes aims at training professionals to work in producing samples, prototyping and quality control, providing a complete vision of the down jacket creation process.
In 2021 more than 3,800 training hours were delivered on human rights, including about 1,550 hours on Diversity, Equity and In- clusion programmes. In particular, the unconscious bias training course was launched for all the Group s top management, with the aim of promoting an inclusive organisation. In 2022 the course will be extended to the Group s entire population.
In the America and Japan Regions, e-learning modules were provided on workplace harassment. In America, the corpo- rate population was also involved in a specific training course on the Sustainability Plan.
In the context of efforts to promote diversity, the cultural awareness programme continued. The aim of the programme is to foster respect for cultural differences and offer guidance regard- ing the most appropriate ways of behaving and communicating with colleagues, partners and other people from different cul- tures. After the first session on Chinese culture launched at the end of 2019 for employees at corporate offices in Italy, digital ses- sions on American, Korean and Japanese culture were provided in 2020 to the benefit of the entire corporate population. In 2021, in addition to extending the various modules also to Stone Island employees, the session on Italian culture was designed and deliv- ered at a global level in January 2022 for a total of about 550 hours of training.
Moncler further consolidated its partnership with the Italian association Valore D, giving some employees at corporate offices in Italy the opportunity to participate in inter-company workshops focused on developing a corporate culture of collaboration and di- alogue between generations, genders and cultures. In 2021 Mon- cler employees were involved in training on the development of the entrepreneurial spirit of young women, on being aware of their role in the company, on the importance of effective communica- tion and the development of managerial skills.
Since 2018 the Pattern Making School was set up at the production site in Romania, with the aim of enhancing profes- sional skills among Moncler s personnel and thus strengthening certain departments such as modelling, CAD, development and placements through the training and placement of local students.
MONCAMPUS
In 2021, the MONCampus Talent Programme, a development programme dedicated to high-potential Group's people, was resumed. It is a knowledge-sharing journey aimed to facilitate and accelerate the personal and professional growth of talented young people at Moncler and Stone Island. The one-year programme involved around 30 participants under 35 to provide a comprehensive vision of the Group and of its operations, to increase knowledge of the technical aspects relating to each function and develop managerial and project skills through an interactive and experi- ential method.
The courses, launched in July at the Milan and Trebaseleghe sites, focused on cor- porate values. Each module is facilitated through the support of approximately 60 internal trainers from various corporate areas involved in the entire course delivery process, from the design to the classroom moments. The programme also included external special guests with different backgrounds, who created opportunities for dis- cussion and debate on each company value.
Lastly, in the final months of the year, participants attended a project management course to acquire tools and knowledge related to project development.
TRAINING OF CLIENT ADVISORS AS A STRATEGIC ASSET
In the retail sector, investments continued to be made in projects relating to technical product training (raw materials, processes for making shoes, bags and glasses, materials with lower environmental impact), knowledge of the Brands and their history and development of interpersonal and managerial skills, with the objective to dis- seminate a service model and sales style able to ensure a unique, distinctive purchas- ing experience. See also pages 105-106. For Moncler, training is an important element in the Client Advisors growth path.
The training plan includes on the one hand, courses to strengthen knowledge of the Moncler brand, its history, products, style, materials used, production process and interpersonal skills, on the other hand training aimed at developing the ability to listen to clients, explore their needs and relate with them also through an effective narrative and a service that truly meets their expectations.
The training of sales personnel is a key moment for communicating the Brand. In recent years, it has been designed to provide Client Advisors with all the information they need to maintain an ongoing dialogue with clients that is personalised and con- sistent in terms of way of delivery and content. In particular, with the Moncler Genius project, clients are guided in discovering individual collections through new and richer in-store experiences, each designed for a different type of client. In 2021 specific e-learning modules, the Genius Pills, were also developed for the launch of each collection. In addition, the training activity included in the Moncler Genius project, expanded with peer-to-peer and self-learning courses in 2019, continued in 2021 with the aim of increasingly involving Client Advisors in managing company performance and setting objectives, creating content and identifying operating approaches under the sign of pro-activeness. In this context, the task of the Client Advisors is to train and develop some basic skills and knowledge among their colleagues.
In addition, during the year, training courses dedicated to Distance Sales were developed for each Region to improve the client experience and review the selling cere- mony in view of the peculiarities of distance sales service, for example by enhancing
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