We are pleased to announce Jaime Webbe has joined our team to lead Alinea’s global climate change and biodiversity portfolio. Jaime brings more than two decades of experience delivering innovative solutions in sustainability around the world. In senior roles with the United Nations and World Bank, among others, Jaime has a proven track record of successfully transitioning concepts, approaches and technologies from scientific facts to international best practices. Jaime’s experience ranges from nature-based climate solutions, urban resilience and biodiversity conservation, to mobilizing climate finance and engaging Africa’s education sector in the Sustainable Development Goals. Jaime complements her technical know-how with an ability to convene strategic stakeholders to find smart solutions in meeting the world’s changing challenges.

In her inaugural feature post, Jaime explores the role of Nature-based Solutions in achieving concrete progress on climate action.

Twelve years ago in Cape Town, part of my job with the United Nations was to assemble some of the world’s preeminent scientists, policymakers and holders of Indigenous and traditional knowledge to introduce, into the narrative on the value of ecosystems, a focus on climate change services like storing carbon and preventing floods. Together we made up the drafting group of the United Nations expert group on biodiversity and climate change, tasked with preparing a report for the UN General Assembly on the links between nature and climate.

As we first described the role of species and ecosystems in adapting to climate change, and explored forests, soil and seagrass as critical carbon stocks, we were hopeful. We saw opportunities for the multitude of services provided by ecosystems to be recognized and valued on a global scale.

Today, Nature-based Solutions feature prominently in discussions on climate action. Nature-based Solutions (NbS) encompass the good management of ecosystems to reduce greenhouse gas emissions and help society adapt to the negative impacts of climate change.

In Cape Town, we recognized that NbS would require the full and effective participation of women, Indigenous peoples and local communities. My work on NbS started at a small expert workshop on gender and Indigenous and traditional knowledge under the UN Climate Convention, and grew to participation in the global movement to recognize two issues that are absolutely critical to successful action on NbS: 1. The Gender Action Plan launched by the UN Climate Convention and supported by the Enhanced Lima Work Programme on Gender; and 2. A Local Communities and Indigenous Peoples Platform to facilitate the sharing of knowledge and experiences. These tools, along with a myriad of others, set the framework for inclusive NbS implementation.

In addition to the “who,” we discerned the need for a better description of the “what.” Leadership in building the knowledge base on NbS comes from all corners of the world. A colleague from Norway allowed me to share her story:

Sea Sami’s village on the shores of the Porsanger Fjord in Finnmark, Norway

After participating in a national dialogue on climate change adaptation, she returned to her community indignant because someone sitting in Oslo suggested they learn how to fish. Lamenting that the Sami culture had never included fishing, an elder interrupted to share his knowledge of a time when, as a youth, he did fish. She sat with that elder as he shared his knowledge on fishing and, in doing so, learned how marine resources could be used by her community to adapt to climate change.

Using the knowledge shared by communities, scientists and youth, our understanding of NbS tools and techniques surged. We measured the value to mangroves for the protective services they provide against storm surges; we built tools to measure carbon in forests from the tropics to the mountains; and we modelled how urban parks can reduce flooding.

However, we are still waiting for the explosion of investment in NbS that we anticipated in Cape Town. The 2020 Adaptation Gap Report included a focus on NbS noting that, of the USD 94 billion estimated investment in climate action, only USD 12 billion supports NbS.

Mobilizing sufficient financing for NbS has already been a long process, and more work is ahead. This is particularly the case in assessing the long-term contributions of NbS to climate action and designing financing mechanisms to unlock private sector funds. However, with increased global recognition and strong political leadership for NbS, we are well on our way.

I am excited to join Alinea at this critical time to contribute to the realization of transformational climate action, not least the NbS vision we shaped long ago in Cape Town. With expertise spanning the full spectrum of NbS, from forestry and agriculture, to conservation and gender, Alinea is poised to leverage NbS at the request of our partners towards our common future.

alinea’s whistleblower policy

1.1 Purpose

The following Whistleblower Policy has been established to provide guidance to Alinea International employees and sub-contractors on how to deal with known or suspected improper conduct within the organization. The objectives of this Policy are to:

Create awareness of the Policy and available whistleblower protections
Act as a reference guide to potential whistleblowers wishing to make a disclosure
Define the structure of the whistleblower system, including reporting and investigation procedures, whistleblower protections, and confidentiality, among others
Improve the communication and transparency in the processes associated with whistleblowing and assure protection against derogatory consequences, namely reprisals and detrimental action
Complement the current communication channels between employees, sub-contractors and immediate managers, and hierarchical channels flowing to the President and Senior Management team
Provide guidance to all parties involved in either whistleblowing or whistleblower protection.

1.2 Scope

Alinea requires all employees and sub-contractors to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. All employees and sub-contractors of Alinea are required to comply with applicable laws and regulations of Canada and the countries where we operate. Any allegations of known or suspected improper conduct or mismanagement of organizational resources will be dealt with in accordance with this Policy, and reasonable steps will be taken to protect those who come forward with allegations. Alinea’s Whistleblower Policy covers both internal and external whistleblowing, and establishes the controls and procedures for dealing with allegations of malpractice, fraud and violations of our code of ethics and/or laws or regulations that govern our operations. This Policy is intended to encourage employees and sub-contractors to report known or suspected improper conduct or mismanagement of organizational resources and to enable Alinea’s Senior Management team to address and correct inappropriate action. It is the responsibility of all Board of Directors’ members, the Senior Management team, employees and sub-contractors to report concerns about known or suspected malpractice, fraud and violations of our code of ethics and/or laws or regulations that govern our operations. This Policy is applicable to all employees and sub-contractors of Alinea International.

1.3 Reporting Procedures

Alinea recognizes the value of transparency and accountability in its administrative and management practices and supports the making of disclosures that reveal improper conduct or mismanagement of organizational resources. Our internal controls and operating procedures are intended to detect and prevent malpractice, fraud and violations of our code of ethics and/or laws or regulations that govern our operations. As detailed in Alinea’s Employee Policy and Onboarding manuals, employees and sub-contractors are encouraged to share complaints and/or concerns regarding ethical or legal violations with their immediate managers. If the employee or sub-contractor is not comfortable speaking with their immediate manager or is not satisfied with the response, they are encouraged to speak with the Gatineau or Calgary Office Managers, the Vice Presidents or, as required, the Chief Financial Officer. All members of the Senior Management team are required to report complaints and/or concerns about suspected ethical or legal violations in writing to Alinea’s Ethics Committee who has the responsibility to investigate all reported complaints and/or concerns. In the event that the complaint and/or concern is about the President, it should be raised by the employee or sub-contractor to their immediate manager or the Ethics Committee who will determine how the investigation will proceed. All reports will be promptly investigated and appropriate corrective measures will be taken if warranted by the investigation. Alinea’s Ethics Committee is responsible for acknowledging receipt of the suspected violation and notifying the whistleblower of the outcome of the investigation. Anyone filing a written complaint concerning suspected improper conduct or mismanagement of organizational resources must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Personal grievances or complaints related to employment are not covered under Alinea’s Whistleblowing Policy. For cases such as this, employees and sub-contractors are advised to first refer to Alineas Employee Policy and Onboarding manuals when considering a disclosure under the Whistleblowing Policy. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense.

1.4 Confidentiality

Maintaining confidentiality is crucial to ensure reprisals are not made against the whistleblower. Alinea is committed to safeguarding the identity of the whistleblower and to protecting the whistleblower against detrimental action taken in reprisal for allegations of suspected improper conduct or mismanagement of organizational resources. The Ethics Committee is responsible for ensuring whistleblowers are protected from direct and indirect detrimental action, and that the culture of the workplace is supportive of suspected allegations being made. Any employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.

1.5 Review

Alinea is committed to implementing ‘best practice’ policies and procedures for dealing with allegations of suspected improper conduct or mismanagement of organizational resources (as defined by this Policy) and the management and protection of whistleblowers making allegation(s). This Policy will be reviewed periodically to ensure it meets the objectives of relevant legislation and remains effective for Alinea, and may be changed at the discretion of the Board of Directors at any time. For allegations of fraud, securities law, or human rights concerns, or when you are not satisfied or uncomfortable with following the Company’s open door policy, individuals should contact the Company’s Ethics Committee directly.

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Alinea announces Jaime Webbe as Global Director of Climate Change & Biodiversity

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