Chart with gender principles listed
(Le français suit)

The Technical Assistance Partnership – Expert Deployment Mechanism (TAP-EDM) project is a mechanism to use Canada’s greatest resource – our people – to contribute to poverty reduction and contribute to achieving the Sustainable Development Goals. Canada’s Feminist International Assistance Policy (FIAP) is a key driver for the project. When the Government of Canada launched the FIAP in 2017, it put forth a vision that promoting gender equality and empowering women and girls is the most effective approach to eradicate poverty and build a more peaceful, inclusive and prosperous world. TAP-EDM works like a living library, lending Canadian experts and leaders from a diversity of sectors, backgrounds, gender, cultural identities and regions across Canada to share their expertise with partner countries around the world. The project executes FIAP-aligned expert deployments in countries around the world, based on the needs identified by National Government Entities (NGEs) in those countries. All of TAP-EDM’s Technical Assistance Initiatives (TAIs) are aligned with both the SDGs and the six action areas of the FIAP.

TAP-EDM has the capacity to work in all ODA-eligible countries in a wide range of sectors providing that the initiatives are aimed at reducing both poverty and inequality not only from a gender, but also an intersectional lens. Once Global Affairs Canada approves a technical assistance request, Alinea’s TAP team mobilizes to find a Canadian with the right technical qualifications and prepares and supports that expert to share their expertise. Requests for technical assistance can be very broad – from strengthening national cooperative laws, to improving natural resource governance, to reducing plastic waste, and many other directions. With all the initiatives, we reinforce gender and social inclusion and work it into the technical assistance approach being delivered.

Why? There are so many reasons. Because, by eliminating barriers to equality and helping to create better opportunities, women and girls can be powerful agents of change and improve their own lives and those of their families, communities and countries. Because inequality has been growing for decades in almost every country around the world, and now contributes to the death of at least one person every four seconds, according to an Oxfam report released earlier this year. Because it reflects Canadian values and respect for human rights, our recognition of the inherent value of eliminating all forms of discrimination based on sex, race, ethnicity, place of birth, colour, religion, language, sexual orientation, gender identity, age, ability or migrant or refugee status. And because of the vast amount of evidence shows that improving gender equality, social inclusion and respect for diversity makes economic sense, leading to more sustainable, impactful projects and better development.

How? To begin with, Alinea’s TAP team of development professionals begins by integrating gender equality and social inclusion (GESI) into our recruitment processes and calls for experts, working to build a database of experts who truly reflect Canada’s many diversities. Then we work with NGE counterparts to build GESI into the Terms of Reference for the TAIs. Once the expert or experts needed for an assignment are selected, our team supports these experts to develop work plans that include best practices in good governance, environment, climate change mitigation, FIAP, human rights and other development priorities, regardless of the sector they’ll be working in. We provide the TAP experts with GESI-related briefing and training materials prior to departure, then provide an on-going help-desk function throughout their assignment, with regular check-ins, and coaching and mentoring where needed. The TAP team also supports each Canadian Expert throughout deployment and post-deployment with public engagement and outreach activities for Canadian audiences, to bring stories of the FIAP in action back to Canadians in their own words, and to amplify the voices of women and girl change agents from around the world.

Déploiement d’experts pour contribuer à l’avancement de l’égalité des genres et à l’atteinte des ODDs

Le Partenariat d’assistance technique – Mécanisme de déploiement d’experts (PAT-MDE) est un mécanisme visant à utiliser la plus précieuse ressource du Canada – notre population – pour contribuer à la réduction de la pauvreté et à l’atteinte des objectifs de développement durable. La Politique d’aide internationale féministe (PAIF) du Canada est un vecteur clé de ce projet. Lorsque le gouvernement du Canada a lancé la PAIF en 2017, il énonçait un principe clair : promouvoir l’égalité des genres et autonomiser les femmes et les filles est la méthode la plus efficace pour éradiquer la pauvreté et bâtir un monde plus pacifique, inclusif et prospère. Le PAT-MDE est une sorte de bibliothèque vivante : nous prêtons des leaders et des experts canadiens de divers secteurs, milieux, genres, identités culturelles et régions du Canada pour qu’ils partagent leur expertise avec des pays partenaires du monde entier. Des déploiements d’experts alignés sur la PAIF sont effectués aux quatre coins du monde en fonction des besoins cernés par les organismes gouvernementaux nationaux (OGN) sur le terrain. Toutes les initiatives d’assistance technique (IAT) respectent à la fois les ODD et les six champs d’action de la PAIF.

Un PAT-MDE peut avoir lieu dans un vaste éventail de secteurs et dans tous les pays admissibles à l’aide publique au développement (APD). Les initiatives doivent cependant viser la réduction de la pauvreté et des inégalités et recourir à des approches sexospécifiques et intersectionnelles. Dès qu’Affaires mondiales Canada approuve une demande d’assistance technique, l’équipe des PAT d’Alinea se met à la recherche de l’expert canadien doté des qualifications techniques requises, le prépare pour son affectation, puis l’aide à partager son expertise. Les demandes d’assistance technique peuvent varier de la consolidation des lois nationales sur les coopératives à l’amélioration de la gestion des ressources naturelles en passant par la réduction des déchets de plastique, par exemple. Peu importe l’initiative, nous intégrons le prisme de la sexospécificité et de l’inclusion sociale dans la méthode utilisée et dans l’assistance technique fournie.

Pourquoi? Pour bien des raisons. Parce qu’éliminer les obstacles à l’égalité des genres et offrir de meilleures perspectives aux femmes et aux filles leur permet de devenir de fabuleuses agentes de changement et d’améliorer leurs conditions de vie et celles de leur famille, de leur communauté et de leur pays. Parce que les inégalités ne cessent de croître depuis des décennies dans presque tous les pays du monde et qu’elles contribuent désormais au décès d’au moins une personne toutes les quatre secondes, d’après un rapport d’Oxfam publié plus tôt cette année . Parce que cela reflète les valeurs canadiennes, notre respect pour les droits de la personne et l’importance que nous accordons à l’élimination de toutes les formes de discrimination selon le sexe, l’origine ethnique, l’ethnicité, le lieu de naissance, la couleur de la peau, la religion, la langue, l’orientation sexuelle, l’identité de genre, l’âge, les capacités ou le statut d’immigrant ou de réfugié. Enfin, parce que la vaste majorité des données démontrent qu’améliorer l’égalité des genres, l’inclusion sociale et le respect de la diversité est bon pour l’économie, donne lieu à des projets porteurs plus durables et fructueux et génère un développement plus optimal.

Comment y arrive-t-on? Les professionnels du développement de l’équipe des PAT d’Alinea commencent par intégrer l’égalité des genres et l’inclusion sociale (EGIS) dans leurs démarches de recrutement et de recherche d’experts afin de créer un bassin d’experts à l’image de la diversité canadienne. Ils collaborent ensuite avec leurs homologues des OGN afin d’intégrer l’EGIS dans le mandat des IAT. Lorsqu’un expert est sélectionné pour une affectation, notre équipe l’aide à rédiger un plan de travail faisant appel aux pratiques exemplaires en lien avec la saine gouvernance, l’environnement, l’atténuation des changements climatiques, la PAIF, les droits de la personne et d’autres priorités de développement, et ce, sans égard au secteur dans lequel il sera amené à intervenir. Nous fournissons également aux experts des PAT du matériel d’information et de formation sur l’EGIS avant leur départ sur le terrain, en plus de leur offrir un service d’assistance tout au long de leur affectation (communications régulières, ainsi que mentorat et accompagnement professionnel, au besoin). L’équipe des TAP soutient aussi tous les experts canadiens pendant et après leur déploiement en organisant des activités de rayonnement et de mobilisation du public pour la population canadienne, en rapportant le témoignage de participantes des projets de la PAIF dans leurs propres mots et en faisant porter haut et fort la parole des femmes et des filles qui contribuent à changer le monde.

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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Expert deployments in support of gender equality and the SDGs