TARGETS 2021 RESULTS
TARGET ON TIME TARGET ACHIEVED
2022 NEW Strengthening employee protec-
tion systems
Launched an internal communication campaign on whistleblowing procedure
Held one-to-one or video conference meetings with the human resources offi cers of the Moncler Regions to raise awareness of the importance of whistleblowing and reporting methods
2025 NEW Equal pay certification worldwide
(Moncler brand perimeter)
2025 NEW Publishing of a DE&I report
VALUE PEOPLE [SDG 3]
ONGOING Annual repetition of the employee
satisfaction survey worldwide
Carried out the fifth employee satisfac- tion survey, MONVoice, with an 88% response rate and involving 4,286 people at Group level
2021 Extension of the performance as- sessments system to 100% of permanent contract employees worldwide
Assessed 100% of eligible population at Moncler (4,147 people, +53% vs 2020)
Began the extension of the performance assessment programme to Stone Island employees
2023 NEW Inclusion of an objective linked
to DE&I in the Management By Objectives (MBO) remuneration systems for the Group s top management
PROMOTE NEW WAYS OF WORKING
2022 NEW Increasing networking
opportunities
Continued the Thank Boss It s Friday! ini- tiative to get to know better and offer sug- gestions to top management with a view to open dialogue at Italian corporate sites, and launched in other Regions
Carried out 2,600 volunteer hours during working hours
2023 NEW Development of new initiatives
to be included in onboarding programmes
A Buddy for each new employee in Italy (Moncler brand perimeter) to offer a personalised and more engaging introduction into the company
2023 Implementation of a new cor- porate organizational model based on cross-functional and cross-cultural working groups
Adopted remote work by 100% of corporate office employees
2023 NEW Creation of a Diverse Steering
Committee for strategic projects
TARGETS 2021 RESULTS
TARGET ON TIME TARGET ACHIEVED
2021 Increase of 10% vs 2020 of the average training hours through MAKE (Moncler Academy for Knowledge & Excellence)
+1,900% vs 2020 of the average training hours delivered worldwide (2,194 hours in 2021 vs 110 hours in 2020)
2022 NEW MAKE (Moncler Academy for
Knowledge & Excellence) train- ing courses extended to 100% of Stone Island employees
Created a MAKE training module for Stone Island employees
ENSURE REPRESENTATION [SDG 4; 5]
2023 NEW Extension of the talent pool from
which the Group draws world- wide by involving new universi- ties and schools with a view to increasing diversity
2025 NEW ≥ 50% women in total workforce
70% women in total workforce
≥ 50% women in all management positions
52% women in all management positions
≥ 50% women in junior manage- ment positions
56% women in junior management positions
≥ 50% women in top management positions
37% women in top management posi- tions
≥ 50% women in management positions in revenue-generating functions
57% women in management positions in revenue-generating functions
≥ 50% of women in STEM-related positions
65% of women in STEM-related posi- tions
CREATE A SYSTEM OF PROCEDURES AND POLICIES TO SUPPORT DIVERSITY, EQUITY & INCLUSION (DE&I)
2021 Strengthening inclusivity and valuing diversity, within and out- side the Group, and establish a Diversity, Equity and Inclusion Council
Established a Diversity, Equity and Inclusion Council
Conducted a Diversity, Equity and Inclusion survey involving 100% of Moncler employees
Set targets and projects on Diversity, Equity and Inclusion for the Group
2022 NEW Update of the selection process
to further enhance and protect di- versity
2022 NEW Publishing of the DE&I Manifes-
to and policies on diversity, equity and inclusion
2023 NEW Adoption of a global parental
leave policy
76 77 MONCLER GROUP
2021 RESPONSIBLE BUSINESS MANAGEMENTRESPONSIBLE BUSINESS MANAGEMENT
