The Group recognises the importance of maintaining and pro- moting human rights and respecting workers rights, in line with the principles set out in the Moncler and Stone Island Codes of Ethics, and therefore is committed to communicate transparently how it investigates and resolves all cases of alleged discrimina- tion that emerge.
Awareness of the value and opportunities arising from cul- tural differences is also reflected in the Group s complete trust in local personnel and management. See also page 96.
With regard to gender differences, the percentage of wom- en on the total workforce is predominant. Women represent 70% of total employees, in line with 2020.
The percentage of women is high across all geographical ar- eas and at managerial level (managers, executives and senior ex- ecutives) it is equal to 52%.
Women account for 71% of the workforce with permanent contract and 63% of the temporary employees. 70% of contracts converted into permanent contracts in 2021 were for women.
The incidence of women with permanent and full-time con- tracts out of the total permanent population remained high in 2021 (66%).
Analysing the gender breakdown in terms of length of ser- vice, age group and level of education, there are no differences compared with the overall trend. See also pages 240-243.
EMPLOYEES BY PROFESSIONAL CATEGORY AND GENDER
The Moncler Group is committed to offering a fair level of com- pensation that reflects each individual s level of competence, skills and professional experience, ensuring the application of the principle of equal opportunity and avoiding the risk of discre- tion. Excluding managers, where, on average, women s pay levels are higher than men s, the differences in men s and women s sala- ry levels range between 5% and 12%. See also page 243.
The company, has long been committed to include people with disabilities. The Moncler Group manages diversity in accor- dance with the rules and practices laid down by applicable laws and encourages the various company departments to employ dis- abled people. Each case is assessed so as to respect and reconcile the needs and abilities of each individual, providing the correct workstations and, where necessary, adapting working hours. By doing so, people are protected and empowered to give their best.
At 31 December 2021 in Italy, Romania, France, Japan and South Korea there were 74 employees with disabilities, an increase of 32% compared to 2020. In the coming years, the Group will con- tinue to plan to recruit additional people with varying degrees of disability, including through collaboration with institutions fo- cused on targeted job placement.
MONCLER GRENOBLE - GENDER-NEUTRAL CAPSULE
To break down gender stereotypes, Moncler Grenoble opened the snow season with the launch of a capsule of versatile and gender-neutral garments that revolve around a monochrome palette with pop-colour details. This collection was made available on Moncler.com, Mytheresa.com and exclusively in the Moncler stores of Harbin Char- ter, Shenyang Mixc, Beijing Sanlitun, Beijing China World, Shanghai Reel, Chengdu Swire (Tkl), Hong Kong Canton Road, Hangzhou Eurostreet and Qingdao Hisense Plaza.
MONCLER IN SUPPORT OF FREE THE WORK
During 2021, Moncler supported the non-profit organisation FREE THE WORK on be- half of The Film Path, through a charity auction of works by three contemporary artists, Andrea Anastasio, Prem Sahib and Erwin Wurm, in collaboration with Sergio Zambon, creative director of Moncler Menswear.
FREE THE WORK aims to promote and support the topics of equity, inclusion and empowerment through the inclusion of BIPOC (Black, Indigenous, and People of Colour) and transgender people in film, advertising and television programme produc- tion staffs.
#TOGETHERFORTOMORROW
In 2021 Moncler supported the #Togetherfortomorrow project, a new solidarity initiative promoted by Camera Nazionale della Moda Italiana (National Chamber of Italian Fashion) and Camera Moda Fashion Trust as part of the Italia we are with you project.
The project was aimed at supporting the new generation of emerging designers during the career orientation phase, emerging brands and small fashion companies in coping with the challenges generated by the expansion of the Covid-19 pandemic.
Moncler supported the project by donating 50,000 euros to Fashion Trust and en- abling three emerging designers to create their own collections. Young designers were chosen by Moncler based on Fashion Trust s proposals, with a focus on the val- ues of diversity and inclusion.
The project was announced with the launch of House Of Genius in November 2021. All Moncler House of Genius packaging has a QR-code tag that redirects to
heroe5.org to enable the client to learn more and support the project through a direct donation.
PROFESSIONALS WHITE-COLLARS WORKERS
63%
MEN
WOMEN
34%
11%
37%
66%
89%
56%
44%
37%
63%
MANAGERS EXECUTIVES AND
SENIOR EXECUTIVES
116 117 MONCLER GROUP
2021 NURTURE UNIQUENESSNURTURE UNIQUENESS