par Alinea International | Octobre 2020

En Ukraine, les femmes sont confrontées à une voie étroite pour accéder aux postes de direction et il est difficile d’obtenir un siège à la table des décisions. Avec ce défi pour la génération actuelle vient un défi pour la prochaine génération.

“Avoir peu de femmes entrepreneurs, avoir une représentation insuffisante dans les conseils d’administration ou dans les gouvernements ou dans les conseils scolaires est un problème parce que les femmes ne sont pas représentées”, a déclaré Tawnia Sanford Ammar, directrice de projet pour SURGe – Support for Ukraine’s Reforms for Governance.

“Mais c’est aussi un problème parce qu’alors nous ne montrons pas à nos filles comment les choses peuvent être et ce qu’elles peuvent être.”

SURGe travaille à l’amélioration de la vie quotidienne des citoyens ukrainiens par le biais de réformes clés de la gouvernance. Ces réformes sont à la fois inclusives et sensibles au genre, en mettant l’accent sur les besoins des femmes et des filles.

Le 26 septembre, Ammar a pris la parole lors de la Conférence en ligne Superwoman à Kyiv. Ammar a abordé les questions du leadership féminin et de l’esprit d’entreprise lors d’une table ronde sur la promotion de l’autonomisation économique des femmes en Ukraine, organisée par l’ambassade du Canada.

Mme Ammar a déclaré que nous devons mettre en valeur les femmes qui sont des leaders dans divers secteurs d’activité afin de créer des modèles pour la prochaine génération.

“Nous devons avoir des femmes qui travaillent dans la politique, les technologies de l’information, la finance… car si nous ne les voyons pas, nous ne les imaginons pas”, a déclaré Mme Ammar.

Lors de la conférence, elle a souligné les initiatives visant à encourager l’esprit d’entreprise chez les femmes, comme le programme SheExports du Bureau de Promotion des Exportations. Ce programme offre un soutien spécialement conçu pour les femmes entrepreneurs en Ukraine, développé dans le cadre du projet EDGE – Expert Deployment for Governance and Economic Growth – hérité d’Alinea.

SURGe s’associe à un vaste réseau de professionnels Ukrainiens pour partager leur expertise avec le gouvernement de l’Ukraine. Les domaines prioritaires pour les réformes sont la croissance économique, l’administration publique, le capital humain et la lutte contre la corruption. Vous pouvez en savoir plus sur SURGe ici.

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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Amener les femmes à la table des décisions en Ukraine

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