NS Groep

NS Groep’s entire fleet of trains is electrified. This far exceeds the 2021 sector scenario requirement of 47% low-carbon trains. Before the company divested itself of its subsidiary Abellio, approximately 90% of its trains were electric. The company should aim to maintain a fully electrified fleet.

NS Groep does not disclose activity or past emissions intensity data across its operations, meaning it cannot be assessed against its past carbon budget. Moreover, the company did not report any activity or emissions data from its subsidiary Abellio prior to its divestment. The company should consolidate its emissions reporting for any potential acquisitions in the future. By collecting and reporting this data, the company can develop an understanding of its performance and improve its low-carbon transition planning.

NS Groep does not publish a clear transition plan to achieve its net-zero by 2040 target. Elements of the company’s transition planning focus on improving energy efficiency and increasing the proportion of renewable energy used to power its Dutch rail fleet. Prior to its divestment of Abellio, it excluded franchise subsidiaries in its transition planning. NS Groep should develop a comprehensive plan to aid in achieving its net-zero goal and ensure that any future acquisitions are consolidated into its climate strategy.

NS Groep encourages its suppliers to explore opportunities to reduce greenhouse gas (GHG) emissions. For example, one of its award criteria in tendering the transport of rolling stock is that transport will be carried out using electric trains instead of diesel. In 2022, the company plans to launch a new policy for sustainable purchasing that will be linked to the decarbonisation strategy. The company can additionally leverage its position as the national rail company of the Netherlands to collaborate and partner with vehicle manufacturers to develop more energy-efficient trains and low-carbon buses.

NS Groep engages with customers to shift from high- to low-carbon transport modes. For example, it has partnered with other rail operators in Europe to make it easier for passengers to book international train tickets and it provides night train services. The company aims to encourage passengers to travel by train instead of plane for journeys up to 700 kilometres. It also supports zero-carbon mobility by operating OV-fiets, a nationwide bike-sharing programme in the Netherlands. The company can improve on its efforts to encourage customers to reduce their GHG emissions by developing a formal customer engagement strategy.

NS Groep has set a target to reach net-zero emissions by 2040. The company does not disclose if the target covers scope 1 and 2 emissions only, or if it includes scope 3.

NS Groep aims to increase the proportion of renewable energy used to power its electrified fleet in the Netherlands, by renewing power purchase agreements with electricity suppliers. It is also planning to transition its rail replacement bus fleet to operate on low-carbon fuels.

NS Groep has partnered with international train companies to create connections between highspeed rail networks and launch a night train. The company aims to make train travel the preferred option for customers travelling less than 700 kilometres.

NS Groep does not disclose detailed activity, emissions intensity or absolute emissions data across its operations. As a result, it is not possible to assess the company’s scope 1 emissions intensity trend between 2016 and 2021. The company operated Abellio before divesting it in 2022.

NS Groep lacks a comprehensive transition plan or intermediate targets that clearly demonstrate how it will achieve net-zero emissions by 2040.

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 and engagement with stakeholders in its just transition planning.

The company discloses the actions it takes to provide and support access to new jobs for employees facing redundancy. Additionally, the company partners with UAF and the Dutch Council for Refugees to support access to employment opportunities for refugees. However, no public commitment by the company was found stating its intention to create and support access to green and decent jobs as part of the low-carbon transition. Moreover, no evidence was found of the company’s action to promote these jobs in a way that ensures gender balance and inclusion of vulnerable groups. Additionally, no relevant disclosure was found of the company’s assessment of employment dislocation risks.

No public commitment by the company was found stating its intention to reskill- and up-skill workers displaced by the transition to a low-carbon economy. Additionally, no evidence was found that the company reskill- and up-skills workers in a way that ensures gender balance and inclusion of vulnerable groups.

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.

No evidence was found of a company commitment to respect human rights or the ILO fundamental rights at work. Furthermore, the company can increase disclosure on its human rights due diligence process, engagement with affected stakeholders and grievance mechanisms available to workers and external stakeholders.

The company discloses that 40% of its board members are female and it discloses the gender of its workforce by employee category. However, no evidence was found of a broader company commitment to gender equality and women’s empowerment in the broad sense. Furthermore, the company can strengthen its commitment to worker health and safety. Additionally, it can increase disclosure on its living wage, working hours and collective bargaining practices.

While the company includes anti-bribery and anti-corruption clauses in its contracts with business relationships, no evidence in policy documents was found of a corresponding policy for its own operations. Additionally, the company can strengthen disclosure regarding its global tax strategy, lobbying and political engagement policy and protection of employees’ and customers’ personal data.