• The two passenger ferries on the
Amsterdam–Newcastle route changed to
biofuel (B100) during January 2025
• Fewer sailings on Strait of Gibraltar with
HSCs that have a high-emission profile.
Focus on the first two drivers will continue in
Q2, but emissions reductions at Q1 level
are not expected as the HSCs will be
deployed on the new Jersey routes.
Social
DFDS’ strategic ambition related to social
performance is defined as being “A great
place to work” to ensure employee
motivation through engaged leaders.
When operating in a low margin and
cyclical industry like the logistics industry
ongoing adjustments to the business on
both workforce and assets can be
necessary. With the current macro-
economic situation across Europe and
lower volumes such adjustments are being
carried out with due consideration to legal
requirements and workforce engagement.
Diversity, Equity & Inclusion (DE&I)
The focus on increasing DE&I awareness,
including a general focus on women
representation across job categories,
continues to show strong results.
Women’s representation in management
positions has increased from 20% in Q1
2024 to 21% in Q1 2025. Women
representation in senior management
positions also increased from 18% Q1 2024
to 23% end of Q1 2025. Women
representation within non-office based
positions decreased from 13% end of Q1
2024 to 11% end of Q1 2025.
For the total workforce, women
representation decreased to 23% end of Q1
2025 compared to 24% end of Q1 2024.
Safety
DFDS’ overall safety performance
continues to be a high priority area. Focus
is on improving the safety awareness
through active campaigns towards highly
exposed groups of employees as well as
further strengthening the reporting culture.
Digitisation also plays a role with safety as
we continuously explore how it can be
supported by technology. The goal is to
make safety simpler, smarter, and more
proactive.
The focused efforts continue to reduce LTIF
(Lost Time Injury Frequency) for land-based
operations as it decreased significantly to
4.3 in Q1 2025 from 8.3 in Q1 2024.
Despite similar focus on the vessels the
LTIF for the sea-based operation saw an
increase from 3.5 in Q1 2024 to 4.0 in Q1
2025. The sea-based safety organisation
continues to focus on the safety culture and
on sharing lessons learned from accidents
and near misses throughout the
organisation.
Governance
The roll-out of the updated DFDS Code of
Conduct was completed in Q1 2025 and
included managers facilitating team
discussion on the topics covered by the
Code of Conduct. In combination these
themes defines the desired behaviour in
DFDS. In Q1 2025, 25 whistle-blower cases
were reported – an increase compared to
Q1 2024 where 18 cases were reported. All
cases are reviewed by Legal and local HR
and measures are taken as appropriate.
Ferry
Decarbonisation activities
The key environmental challenge is to
decarbonise ferry operations by
continuously increasing efficiency and by in
parallel replacing fossil fuels with low- and
zero emission fuels.
Despite headwinds within markets as well
as fuel development and availability the
decarbonisation road map and plans for
2030 stays on track.
The target will be reached with a
combination of technical improvements,
Every Minute Counts and newbuilds fit for
electricity use and methanol and/or
methane supplemented with biodiesel to
live up to our decarbonisation commitment.
We continue to monitor the different levers
for decarbonisation, and if changes occur
we can re-prioritise fuel choice to reach our
targets.
At the MEPC83 in April 2025 IMO defined
regulatory measures in support of their
GHG targets for the industry with the plan
for these measures to be formally adopted
in October. We support this and have
completed our initial analysis of the impact
of these measures on our own
decarbonisation pathway, and will ensure
that it is aligned with coming regulation.
Social performance
The representation of women has seen a
slight decrease for both the land-based
and the sea-based organisations within the
Ferry Division. End of Q1 2025 the land-
based representation was reduced to 32%
compared to 33% end of Q1 2024.
The representation of women in the sea-
based operation decreased from 20% end
Q1 2024 to 19% end Q1 2025. This is
primarily driven by the divestment of the
OFC route. Within Deck & Engine we have
seen an increase of 1 percentage point
within all employees and from 8% end Q1
2024 to 10% end Q1 2025 in manager
positions.
The land-based LTIF for the Ferry Division
decreased from 7.8 in Q1 2024 to 5.2 in Q1
2025.