3.3 DIVERSITY, EQUITY AND EQUAL OPPORTUNITIES
The Group operates in an international and multicultural context and regards diversity as asset to be valued and a source of competitive advantage.
Welcoming everyone, valuing diversity and expressing ourselves always are core aspects of the corporate culture and crucial for its growth and way of doing business. The Group thrives in diversity and engages in dialogue with all generations and cultures, con- vinced that diversity is a resource, an opportunity for enrichment and an asset that makes companies stronger in global challenges. As stated in the Moncler and Stone Island Codes of Ethics and in keeping with an inclusive approach, no form of discrimination on the basis of ethnicity, skin colour, gender, sexual orientation, re- ligion, nationality, age, political opinion, trade union affiliation, marital status, physical or mental disability, or any other condition or personal characteristic is tolerated. Respect for diversity and equal opportunities and the prevention of all types of discrimina- tion are principles that the Group is committed to ensure at every step of the employment relationship, from the recruitment pro- cess to the definition of remuneration, to opportunities for pro- fessional growth, through to the conclusion of the employment relationship.
Since 2020, the commitment to strengthen the culture of in- clusion and diversity, both within and outside the Group, has led to embark in a Diversity, Equity & Inclusion (DE&I) journey.
Roles and responsibilities for the Diversity, Equity and In- clusion Committee were defined in 2021. This body, chaired by the Chief Corporate Strategy & Communication Officer and spon- sored by the Chairman and Chief Executive Officer, is made up of the organisation s key personnel (Chief Brand Officer, Chief Peo- ple & Organisation Officer, all presidents of the Regions and the Art Director of Stone Island) and pursues the mission of promot- ing inclusion and diversity in all forms. It reports to the Nomination and Remuneration Committee, with which it shares the strategy and the actions taken. The DE&I Committee aims to assess cur- rent internal policies and initiatives, defining a clear vision that, in line and synergy with the one of the business, will enable the Group to achieve outstanding levels in the field of DE&I, work- ing on the areas of improvement, launching new initiatives and projects on diversity, monitoring and measuring constantly the progress made, with particular regard to the peculiarities of the communities where the Group operates.
The DE&I Committee relies on an operational working group that put the strategy into practice, implement the action plan and monitor specific indicators and objectives, ensuring an ongoing and constructive dialogue between the Committee and the Regions. Each Region has also established dedicated DE&I Councils, which are responsible for implementing the initiatives decided at Group level and also define others in line with local needs and culture.
In 2021 an analysis of the expectations of the company population was carried out through a series of one-to-one inter- views with top management, focus groups in the Regions and an Inclusion Survey.
The Inclusion Survey, launched at Moncler globally, achieved a 70% response rate and identified clear strengths: peo- ple feel a strong sense of belonging to the Company and believe their work contributes to its success; there are strong bonds be- tween people, who share goals in their work; and lastly, employ- ees feel encouraged to be themselves in the workplace. Areas for improvement include the need to strengthen protective mech- anisms and to increase opportunities for sharing by developing team-building and mentorship activities.
What has been done is part of a process of cultural and or- ganisational change focused on three main areas: the launch of training and awareness-raising programmes to strengthen the culture of diversity, equity and inclusion, including through up- skilling processes and inclusive leadership programmes; the formulation of company policies and procedures, as well as the enhancement of internal protective mechanisms; and the creation of meetings and sharing moments between colleagues in commu- nities aimed at exchanging ideas and opinions.
In 2021, the unconscious bias course was launched to help participants understand and recognise stereotypes and prejudic-
es through practical exercises, to experience them on themselves and explore how they impact decisions. The course immediately involved the Group s top management and executives from all the Regions. The programme will be extended to the entire company population in 2022.
Bringing together people with different educational back- grounds, experiences and socio-cultural heritage has always en- abled the Group to rise to the challenges of an increasingly global and borderless market. As a reflection of this way of operating, at Italian corporate offices there are employees of 77 different na- tionalities. See also pages 101-104.
During the year Moncler joined UNHCR s Welcome project to encourage the integration of refugees into the labour market, in the spirit of welcoming those who have been forced to leave their country as a result of wars, conflicts and persecution, valuing their skills and talent. Lastly, two initiatives launched in 2020 to promote diversity and inclusion, continued: the Future Academy, launched with The Face, and Girl Up, a global leadership development pro- gramme for girls and young women. The latter, established by the United Nations Foundation in 2010, encourages young women to become leaders in the movement of gender equality. With more than 4,000 Girl Up Clubs in over 120 countries and six different languages, it trains girls from diverse backgrounds.
FUTURE ACADEMY: THE INCUBATOR FOR CREATIVE MINDS
In 2020 Moncler began collaborating with the English magazine The Face to launch Future Academy, a programme offering paid training opportunities to young people who want to join the creative industry, enabling them to acquire new skills and building a series of valuable contacts for their future.
The search for candidates began in 2020 with Create Jobs, focusing on under- rep- resented backgrounds with a view to inclusivity. The selection process involved trainees from under-represented categories in the creative industry, such as people of colour, Asian and ethnic minorities, from the LGBTQI+ community, with disabilities or from underprivileged socio-economic backgrounds. The research, closed in 2021, resulted in the selection of two talented young people who took part in the programme. After working on an editorial project for the magazine, they were hired to work full- time at The Face s London office.
In addition, Future Academy involves around 50 young people from underrepresent- ed backgrounds, providing free access to online masterclasses and virtual mentor- ship activities created by The Face and its network of creatives, to which Moncler has contributed through dedicated courses.
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