DSV is committed to ensuring that the rights of our employees, the employees of our suppliers and their sub-contractors are protected. In combination with our Codes of Conduct, DSV’s Human Rights Policy defines the rights of workers and our responsibility, standards and commitments for respecting and promoting these rights in our own operations and in the value chain. We are committed to adhering to the ILO Declaration on Fundamental Principles and Rights at Work, the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights and the Children’s Rights and Business Principles. In accordance with the Modern Slavery Act reporting requirements, we publish a Human Rights report annually, which, among other, outlines our actions and future plans to ensure that any form of modern-day slavery or human trafficking does not take place in our operations or in our supply chains. Respect for human and labour rights is embedded at the highest level of our organisation, in all areas of operations and extended to our value chain. We manage and report on our human rights efforts and remediate any breaches of the policies for our own employees and non-employees and for workers in our value chain. DSV’s Human Rights Policy is approved by DSV’s Executive Board. The day-to-day responsibility for the human rights strategy is managed by a dedicated team in DSV Group, which is responsible for providing policies, procedures and guidance to all DSV entities. Local management teams are responsible for implementing these standards within their organisations and the supply chains. This is usually anchored within local HR teams or procurement functions. Our commitment to protecting human rights is continuously communicated through training and other initiatives to ensure that employees understand what their rights and responsibilities are and how to raise concerns safely. The Code of Conduct training, which is mandatory for all DSV salaried employees, includes DSV’s approach to human rights. Each year, we conduct awareness campaigns to support compliance and adherence to our standards. Implementation of our Human Rights Policy is embedded in our global Human Rights Programme. The programme follows an annual four-step process: global risk assessment, self-assessment, corrective actions and training. The annual global risk assessment selects the DSV entities in scope for assessment based on considerations such as human rights in specific countries, the number of employees in vulnerable positions, the size of our operations, previously identified risks and corrective actions taken. Stand-alone human rights training are applied in all entities included in the annual cycle of the Human Rights Programme.

DSV is committed to ensuring that the rights of our employees, the employees of our suppliers and their sub-contractors are protected. In combination with our Codes of Conduct, DSV’s Human Rights Policy defines the rights of workers and our responsibility, standards and commitments for respecting and promoting these rights in our own operations and in the value chain. We are committed to adhering to the ILO Declaration on Fundamental Principles and Rights at Work, the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights and the Children’s Rights and Business Principles. In accordance with the Modern Slavery Act reporting requirements, we publish a Human Rights report annually, which, among other, outlines our actions and future plans to ensure that any form of modern-day slavery or human trafficking does not take place in our operations or in our supply chains. Respect for human and labour rights is embedded at the highest level of our organisation, in all areas of operations and extended to our value chain. We manage and report on our human rights efforts and remediate any breaches of the policies for our own employees and non-employees and for workers in our value chain. DSV’s Human Rights Policy is approved by DSV’s Executive Board. The day-to-day responsibility for the human rights strategy is managed by a dedicated team in DSV Group, which is responsible for providing policies, procedures and guidance to all DSV entities. Local management teams are responsible for implementing these standards within their organisations and the supply chains. This is usually anchored within local HR teams or procurement functions. Our commitment to protecting human rights is continuously communicated through training and other initiatives to ensure that employees understand what their rights and responsibilities are and how to raise concerns safely. The Code of Conduct training, which is mandatory for all DSV salaried employees, includes DSV’s approach to human rights. Each year, we conduct awareness campaigns to support compliance and adherence to our standards. Implementation of our Human Rights Policy is embedded in our global Human Rights Programme. The programme follows an annual four-step process: global risk assessment, self-assessment, corrective actions and training. The annual global risk assessment selects the DSV entities in scope for assessment based on considerations such as human rights in specific countries, the number of employees in vulnerable positions, the size of our operations, previously identified risks and corrective actions taken. Stand-alone human rights training are applied in all entities included in the annual cycle of the Human Rights Programme.

DSV is committed to ensuring that the rights of our employees, the employees of our suppliers and their sub-contractors are protected. In combination with our Codes of Conduct, DSV’s Human Rights Policy defines the rights of workers and our responsibility, standards and commitments for respecting and promoting these rights in our own operations and in the value chain. We are committed to adhering to the ILO Declaration on Fundamental Principles and Rights at Work, the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights and the Children’s Rights and Business Principles. In accordance with the Modern Slavery Act reporting requirements, we publish a Human Rights report annually, which, among other, outlines our actions and future plans to ensure that any form of modern-day slavery or human trafficking does not take place in our operations or in our supply chains. Respect for human and labour rights is embedded at the highest level of our organisation, in all areas of operations and extended to our value chain. We manage and report on our human rights efforts and remediate any breaches of the policies for our own employees and non-employees and for workers in our value chain. DSV’s Human Rights Policy is approved by DSV’s Executive Board. The day-to-day responsibility for the human rights strategy is managed by a dedicated team in DSV Group, which is responsible for providing policies, procedures and guidance to all DSV entities. Local management teams are responsible for implementing these standards within their organisations and the supply chains. This is usually anchored within local HR teams or procurement functions. Our commitment to protecting human rights is continuously communicated through training and other initiatives to ensure that employees understand what their rights and responsibilities are and how to raise concerns safely. The Code of Conduct training, which is mandatory for all DSV salaried employees, includes DSV’s approach to human rights. Each year, we conduct awareness campaigns to support compliance and adherence to our standards. Implementation of our Human Rights Policy is embedded in our global Human Rights Programme. The programme follows an annual four-step process: global risk assessment, self-assessment, corrective actions and training. The annual global risk assessment selects the DSV entities in scope for assessment based on considerations such as human rights in specific countries, the number of employees in vulnerable positions, the size of our operations, previously identified risks and corrective actions taken. Stand-alone human rights training are applied in all entities included in the annual cycle of the Human Rights Programme.

DSV is committed to ensuring that the rights of our employees, the employees of our suppliers and their sub-contractors are protected. In combination with our Codes of Conduct, DSV’s Human Rights Policy defines the rights of workers and our responsibility, standards and commitments for respecting and promoting these rights in our own operations and in the value chain. We are committed to adhering to the ILO Declaration on Fundamental Principles and Rights at Work, the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights and the Children’s Rights and Business Principles.

DSV's Human Rights Policy addresses forced labour, human trafficking and modern slavery, and child labour.

The Health & Safety Policy is supported by our global Occupational Health and Safety Management System (OHSMS). The policy and management system together establishes the health and safety standards across all our locations worldwide. They are developed in line with best practices and based on investigations and consultation with relevant stakeholders. Our OHSMS is designed to minimise the risk of accidents, incidents and work-related ill health cases, including psychosocial hazards. The system provides tools, training and guidelines based on four fundamental pillars: Safe systems, Safe people, Safe equipment, and Safe workplace. The four pillars establish essential health and safety requirements aimed at protecting people, preventing accidents and asset damage, and mitigating any indirect impacts on individuals or the environment.

The number of fatalities within DSV's own workforce resulting from work-related injuries and work-related ill health is not explicitly categorized between employees and non-employees. The document states fatalities (number) as '-' for 2024, 1 for 2023, and 3 for 2022.

The number of work-related accidents is 592 for 2024. The rate of work-related accidents is 3.9 for 2024. The document does not distinguish between employees and non-employees.

The remuneration ratio is 102.