Policies in DSB

Absence Policy (pdf)
DSB’s Absence Policy is intended to support DSB’s strategy of being an attractive workplace with a focus on promoting wellbeing and health. The Absence Policy governs the results set out in DSB’s Annual Report.

Accessibility Policy (pdf)
Travelling by train in Denmark is available to everyone. At DSB, we must therefore be geared to
ensure a pleasant journey for our passengers – including people with permanent disability or temporarily
reduced mobility.

Communication Policy (pdf)
DSB’s Communication Policy sets the overall framework for DSB’s communication and ensures a common basis for the company’s approach to communication.

Compliance Policy (pdf)
Compliance is a blanket term used to describe adherence to the laws, regulations, standards and ethical rules that apply to DSB. The Compliance Policy applies to the entire DSB Group and is updated once annually.

Corporate Social Responsibility Policy (pdf)
DSB is owned by the Danish State and thus by the people of Denmark. As a result, we have a special responsibility to build a relationship of trust with the wider community and to demonstrate socially responsible behaviour.

Data Governance and Data Ethics Policy (pdf)
The use of data is an integral part of our daily work at DSB, and we strive to be fact-based and data-driven in our decisions.

Data Protection Policy (pdf)
As a company, DSB processes personal data (e.g. names, addresses, telephone lists, passwords, civil registration (CPR) numbers, employee numbers, customer information, etc.) about employees, suppliers and customers (the ‘Data Subject’) and is therefore obliged to comply with legislation for the protection of personal data.

Diversity Policy (pdf)
Our Diversity Policy is to ensure that we work towards employee representation that reflects the Danish labour market. We believe that having a broad representation of employees and an inclusive culture with room for and acceptance of each other’s differences are the way to greater commitment among our employees.

Emergency Response and Safety Policy (pdf)
KAn emergency response and safety policy is a blanket term used to describe the contingency measures and preventive work undertaken in connection with crisis situations, accidents, etc. and serves to strengthen the company’s general resilience to future challenges.

Environmental Policy (pdf)
Our Environmental Policy is the foundation for managing environmental considerations through our behaviour, processes and decisions.

Finance Policy (pdf)
DSB performs a variety of transactions involving its capital structure, financing, liquidity, interest rates, foreign exchange rates, energy and counterparty risk. These transactions give rise to financial risks. This Finance Policy is drafted to ensure that financial risks are managed efficiently and to reduce the effects of fluctuations in the financial markets.

Health and Safety Policy (pdf)
This Health and Safety Policy sets the framework and direction for our health and safety efforts and a sustainable working life.

Information Security Policy (pdf)
Adequate levels of cyber and information security help to ensure a stable service for our customers and confidence in a sustainable, public mode of transport. At DSB, we put the customer first when we promote mobility, demonstrate socially responsible behaviour and practise information security in everything we do.

Monitoring Policy (pdf)
Protecting DSB’s customers, employees and assets is a natural part of our day-to-day activities, and we use monitoring as one of several tools to this end.

Policy on Insurance Coverage (pdf)
By legislation as well as by the Danish government, DSB is required to take out various insurance policies. Moreover, DSB’s activities involve risks related to damage to assets and operations, personal injury and liability claims which may cause DSB to incur significant financial losses. To hedge these risks, DSB takes out insurance policies.

Procurement Policy (pdf)
Group Procurement has overall responsibility for procurement matters at DSB and sets the framework
for procurement and contract management processes at DSB.

Progressive Retirement Policy (pdf)
DSB’s Progressive Retirement Policy is intended to ensure that we are able to attract, retain and develop our older employees in a way that meets their needs and supports DSB’s objective of being an attractive workplace capable of attracting and retaining talented employees.

Remuneration Policy for Employees of DSB (pdf)
The Remuneration Policy is intended to support DSB’s strategy and values and aims to establish the basis for pay and employment terms in DSB.

Remuneration Policy for the Board of Directors, the Executive Board, the Executive Team and the Chief Internal Auditor (pdf)
The Remuneration Policy is intended to support DSB’s strategy and values and aims to establish the basis for pay and employment terms for the Board of Directors, the Executive Board, the Executive Team and the Chief Internal Auditor.

Safety Policy (pdf)
Train travel is one of the safest means of transport. Therein also lies the risk of taking safety for granted. In order to maintain our focus on safety, we have developed this Safety Policy based on the notion that safety is a prerequisite for everything we do at DSB.

Staff Policy (pdf)
DSB’s Staff Policy is intended to support our purpose to create ‘A sustainable way forward with room for all of us’. The policy is intended to promote diversity and inclusion, ensure clear guidelines for equal treatment of all employees and support an open and respectful communication culture.

Tax Policy (pdf)
The Tax Policy covers the total tax contribution – both in the form of tax contributions paid (corporation tax, non-deductible VAT, duties and charges, etc.) which are a direct cost to DSB, and tax contributions collected (VAT, income tax, social security contributions, etc.), withheld by DSB and settled directly with the tax authorities.

Whistleblower Policy (pdf)
At DSB, we want to promote an open corporate culture where employees should feel safe in contacting management, colleagues, HR, union representatives or health and safety representatives if they experience unlawful activities or serious irregularities.