J.B. Hunt Transport Services

The “Climate action plan” developed by the company is aimed at reducing emissions rather than becoming a low-carbon aligned company. J.B. Hunt has developed a clear set of measures designed to reduce emissions, but its target is short-term and insufficiently ambitious. The International Transport Forum (ITF) recommends that transport companies reach net zero by 2050. Without further plans and targets, J.B. Hunt risks not aligning with its 1.5°C pathway.

J.B. Hunt offers various services to their customers that allow them to calculate and reduce emissions. The company provides intermodal transportation, which, according to the company’s calculations is 2.5 times more carbon-efficient than trucks in moving freight. These activities allow the company to reduce scope 3 emissions from subcontracted activities, representing about 45% of the total company’s emissions. J.B. Hunt can benefit from including scope 3 emissions in its emission reduction targets.

J.B. Hunt has not set long-term emissions reduction targets. Its only target is to reduce scope 1 emissions intensity by 3% by 2025 compared to 2019. This target significantly lacks ambition compared to the sector’s standard, which is reaching net zero by 2050. The company also has set a goal to convert at least 25% of its day cab and truck fleet to an alternative power fuel source by 2035.

The company provides fuel-efficiency training through gamification to the drivers. It aims to convert the entire fleet to automated manual transmissions (AMTs) to reduce emissions intensity by 1%. It will also modernise the fleet with lower emissions tractors to reduce emissions intensity by 3%. It aims to support research and pilot opportunities for alternative fuel vehicles, including electric, hydrogen or natural gas options.

J.B. Hunt is investing in developing battery electric trucks and has several electric vehicles on the field trial. It has also developed a digital freight marketplace that drives efficiency in its supply chain.

The company does not disclose enough data to evaluate its emissions intensity trend for 2015-2020. In 2020, J.B. Hunt set short-term emission reduction goals, and in 2021, it released the “Climate action plan” that discusses the company’s approach to addressing climate change.

J.B. Hunt recognises climate change as an increasingly important issue and has included an evaluation of the current and potential future reduction activities in its “Climate action plan”. However, the emissions reduction target lacks ambitions to lead the company towards net zero and makes the whole plan inefficient.

No evidence was found of the company’s commitment to social dialogue or of the categories of stakeholders the company engages with on a just transition. Furthermore, no evidence was found to demonstrate the company’s ongoing social dialogue and meaningful engagement with affected stakeholders.

No evidence was found of the company undertaking low-carbon transition planning to mitigate the social impacts of the transition on workers, affected stakeholders and its business relationships. Additionally, no evidence was found to demonstrate the company’s engagement in social dialogue or engagement with stakeholders in its just transition planning.

The company discloses the measures it takes to embed equality of opportunity for women and vulnerable groups in job creation. For instance, it has recruiting programmes and engagement with all-female universities and historically Black colleges and universities. However, no evidence was found of the company committing to create and support access to green and decent jobs as part of the low-carbon transition. Furthermore, no relevant disclosure was found of the company’s assessment of employment dislocation risks.

The company discloses the actions it takes to provide training and education opportunities for workers and affected stakeholders. For instance, it offers employees career development training and tuition reimbursement for higher education and certifications. Additionally, it offers military service members training and internship opportunities as part of the United States Department of Defense SkillBridge programme. However, no relevant disclosure was found of the company embedding equality of opportunity for women and vulnerable groups in these actions. Furthermore, no evidence was found of the company having a process for identifying skills gaps for workers and affected stakeholders or a public commitment to help workers displaced by the transition to reskill or upskill.

No relevant disclosure was found to show if the company identifies impacts of the low-carbon transition on social protection for workers and affected stakeholders, nor how it contributes to social protection. Additionally, no evidence was found that the company expects its business relationships to contribute to the social protection of their workers and affected stakeholders.

No relevant disclosure was found to show how the company identifies any misalignment of its lobbying activities with policies and regulations that support the just transition, nor of the measures it takes to address misalignment. Furthermore, no evidence was found that the company lobbies for policies and regulations for green and decent job creation; retention, education and reskilling; and social protection for workers.

The company commits to respecting human rights and the ILO fundamental rights at work, and it expects its business relationships to respect the ILO fundamental rights at work. However, no evidence was found of the company’s process to identify, assess and mitigate salient human rights risks in its own operations and supply chain. Additionally, it can increase disclosure on engagement with affected stakeholders and human rights grievance channels for workers and external stakeholders.

The company commits to respecting the health and safety of its workers and expects the same commitment of its business relationships. Additionally, the company discloses the proportion of its direct workforce covered by collective bargaining agreements and the age of its workforce by employee category. However, it can increase disclosure on additional indicators of workforce diversity, as well as on its living wage and working hours practices. Furthermore, no evidence was found of a company commitment to gender equality and women’s empowerment.

The company commits to protecting personal data. However, no evidence was found of a privacy statement regarding the collection, sharing and access to personal data of employees and customers. The company does have a policy prohibiting bribery and corruption, and it includes corresponding clauses in its contracts with business relationships. Yet, the company can strengthen disclosure on its global tax strategy and approach to lobbying and political engagement.