Comunica held workshops and developed teaching materials to ensure the sustainability of local economic development activities

As in many countries, Colombia’s extractive sector has traditionally operated in a cyclical manner, mirroring that of the oil and gas industry, where companies spend significant time in a geographical area, and once work is complete, leave the region. As part of “Comunica” – the Building Extractive Sector Governance in Colombia Project funded by Global Affairs Canada – team leaders quickly recognized that sustainability in local economic development was vital for residents in poor, vulnerable communities to benefit from the extractive sector. Furthermore, remote municipalities and local government leaders lacked the tools and skills to operate beyond the boom-and-bust cycle of the sector.

By diversifying products and identifying commercialization opportunities in the market, the project reduced exclusive dependence on extractive sector companies for economic livelihoods.

Creating sustainable local economic development

Over the course of six years, Comunica identified 11 underserved commodity producing organizations in Antioquia and Putumayo to participate in regional marketing networks. The organizations worked together to build the necessary skills to bolster local economic development.

Comunica’s Regional Manager of Sustainable Development, Percy Garcia, said that at the infancy of the project, it was challenging given that many producers often lacked basic literacy skills.

“We had to prepare them to do business,” said Garcia. “It was difficult for us to teach them the business environment and that they can make profits with their current activities.”

Percy Garcia, Regional Manager of Sustainable Development

Garcia reflected on the success of local poultry producers in Orito, Putumayo. Comunica organized 38 families to equip them with knowledge and information about the productive and commercialization process. Typically, Garcia said, the families would raise 10 to 12 chickens and trade them among their neighbours. Teaching materials developed by Comunica enabled poultry producers to build learning skills that translated into the practical ability to raise and store chickens, and in some cases, sell upwards of 300 chickens to neighbouring municipalities.

“They were so happy. At the end of the project, after almost two years, they ended up with a selling point.”

Focus on sustainability

When Comunica began working with Colombians in these remote regions, there was a sense of skepticism from participants rooted in misunderstanding of the scope and sustainability of the project’s work. Garcia said that residents, based on previous work by organizations in the region, became accustomed to multi-national corporations arriving and working in the area on short-term contracts without providing tangible or sustainable outcomes for residents.

“They would work on local economic development activities for less than a week and then they just forget them,” Garcia explained. “Most of the projects we worked on were for more than two years.”

He said the organizations, and people, came to understand that Comunica would be spending years, not weeks, working to develop local economic development in carefully selected areas, specifically communities that were abandoned and poor. Part of the project’s work to ensure long-term success for organizations was the development of educational and training materials transferred to the National Learning Service of Colombia (SENA) for continued use.

A local poultry producer in Putumayo

There was also significant focus placed on educating younger generations within families who were responsible for supporting the family financially. Garcia said that an important part of creating longevity and sustainability for local economic development was having the upcoming generation of Colombians attend training and teaching sessions in addition to their parents.

“The idea was to support low-income families in these impoverished areas of Colombia.”

Adapting among COVID-19 impacts

The COVID-19 pandemic brought unforeseen challenges to Comunica and leaders quickly recognized it was essential to pivot educational activities to be accessed online.

“In the end we developed a teaching handbook, and we used this material to start another 10 organizations,” Garcia said. “With the remaining 10 we were able to do everything online.”

As the project closes, Garcia said that he is still in contact with organizations and families that benefitted from Comunica’s novel approaches to local economic activity with proven sustainability to improve low socio-economic status areas of Colombia outside of the extractive sector.

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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Breaking the boom-and-bust cycle in Colombia mining