CSX Releases 2020 Sustainability Report

CSX last week released its 2020 environmental, social and governance report that reviews the company’s sustainability performance in the areas of safety, people and communities, environment and governance.

The report also describes the company’s efforts to increase social justice awareness, education and communication; and advance a commitment to professional development and workforce diversity, equity and inclusion.

The report was prepared in accordance with sustainability reporting frameworks, including the Global Reporting Initiative Standards, the Sustainability Accounting Standards Board, and the Task Force on Climate-related Financial Disclosures, to advance transparency and accountability.

CSX said that last year it reduced personal injury frequency in accordance with Federal Railroad Administration standards defining injuries byu 10 percent.

It said 85 percent of all gate transactions now use XGate, a new system that “not only accelerates the pace of customer deliveries, but also reduces potential emissions at intermodal terminals by up to 90 percent ”

Other hallmarks included 16 percent more cars processed (per hour worked); and a 5 percent improvement in fuel efficiency; investing $9.4 million in fuel efficiency measures, such as technologies and locomotive use; an 11 percent reduction in total absolute Scope 1 and 2 emissions since 2019, and 3.4 percent reduction in Scope 1 and 2 emissions intensity since 2019.

The railroad said that six years into its 15-year GHG emissions intensity target it achieved 34 percent of its 37.3 percent reduction target.
CSX said it invested nearly $1.4 billion in critical infrastructure improvements to ensure safety, including track, bridges, signals, equipment and detection technology.

Total capital spending was $1.6 billion. New ties installed: 2.95 million. New rail installed: 899 linear miles. Surfacing: 4,543 miles.

In the area of diversity, women accounted for 22 percent of new management hires last year and 27 percent of management promotions.

An advisory group of employees and leaders was created to develop a plan to combat racial injustice and implement efforts “to help strengthen inclusion in our own corporate culture and within the communities we serve.”

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