In September 2025, DFDS formally
committed to the Science Based Targets
initiatives. In Q1 2026 we have moved into
the development phase and are
progressing steadily towards planned
submission for validation no later than
October 2027. The commitment signals our
intent to align with global standards and
strengthen our position in low-emission
transport.
Decarbonisation activities - Ferry
Across DFDS’ network we maintain our
decarbonisation ambitions and our
transition plan is focused on four main
capabilities: increasing efficiency,
transitioning to green fuels, electrifying
assets, and implementing circularity in our
value chain.
As part of our transition plan, we continue
to invest in shore power capabilities. In Q1
2026 we continued to partner with ports to
explore possible shore power modifications
for our RoPax and RoRo vessels.
Decarbonisation activities - Logistics
In Q1, we progressed key decarbonisation
initiatives across logistics. The first e-trucks
were deployed on the Shetland Islands,
extending our zero-emission operations to
a new and more remote operating area.
Customer collaboration was advanced
through a NetZero CoLab in Stockholm,
focusing on network design to reduce
empty runs, explore shared use of e-trucks,
and identify opportunities to combine
routes.
Energy efficiency efforts extended to the
Liverpool warehouse with the installation of
energy monitoring tools, establishing the
basis for identifying key consumption
drivers and implementing targeted
reduction measures.
Social
DFDS’ strategic ambition for social
performance is defined as being “A great
place to work”, a commitment that
includes both current and future
employees. This ambition builds on three
key pillars: safety, diversity & inclusion, and
engaging leadership
Diversity, Equity & Inclusion (DEI)
In Q1, the establishment of the DEI ERG
(Employee Resource Group) received
formal approval and sponsorship from the
Executive Management Team. The purpose
is to complement DFDS’ existing DE&I
agenda by creating a structured,
employee‑driven platform. By bringing
bottom‑up insights, ideas and lived
experiences into the central work already
underway, the DEI ERG seeks to strengthen
relevance, engagement and impact across
the organisation.
Women’s representation in management
positions increased from 21% in Q1 2025 to
22% in Q1 2026.
The share of women across the network in
non-office positions increased from 11%
end of Q1 2025 to 13% end of Q1 2026. The
representation of women across the total
workforce was maintained unchanged at
23%.
Safety
Our safety performance continues to be a
high priority area, and the trend line
remains positive despite a Q1 where
especially adverse weather conditions in
northern Europe caused a spike in the
number of accidents. Our focus remains on
improving safety awareness through active
risk mitigation and culture change efforts
while also integrating recent acquisitions
into DFDS’ way of working with safety.
Despite the focused efforts to reduce LTIF
(Lost Time Injury Frequency) for land-based
operations it increased to 6.1 in Q1 2026
from 4.3 in Q1 2025.
The sea-based operation continued their
positive development on LTIF on the vessels
reducing from 4.0 in Q1 2025 to 2.3 in Q1
2026.
Governance
In Q1 2026, 29 whistleblower cases were
reported up from 25 cases in Q1 2025. All
cases are reviewed by Legal and local HR
and measures are taken as appropriate.
In Q1 2026, DFDS’ Labour Code of Conduct
was updated to clarify and strengthen
existing topics, aligning it with development
within labour practices and recognised
best practice.