By: Liubov Gordiienko Team Lead of Women, Peace and Security Initiative for the PROTECT Project

September 21st marks the International Day of Peace celebrated globally for over four decades. However, in 2022, in the light of a brutal and devastating war in Ukraine, this date takes on a new significance and heartfelt meaning for each and every Ukrainian.

Established by the United Nations unanimous resolution 36/37, Peace Day provides for “commemorating and strengthening the ideals of peace both within and among all nations and peoples”. As we mark this date, millions of civilians in Ukraine are unable to return home, many are forced to live without access to food, water, health care, and other essential supplies. We are witnessing the biggest migrant flow in Europe since the Second World War. As people continue to flee their homes to seek safety, over 6.9 million people are internally displaced within Ukraine. Regular shelling and bombing of civilian infrastructure, residential areas, evacuation trains, buses and cars, schools and kindergartens, and atrocity crimes lead to thousands of casualties, hundreds of destroyed and damaged towns and villages, polluted rivers, and mined fields.

The ongoing turmoil is revealing further exacerbation of gender inequities and gender-based violence. Since the beginning of the Russian invasion of Ukraine on February 24, Ukrainian governmental institutions, civil society, and international organizations, such as the Prosecutor General of Ukraine, UN High Commissioner for Human Rights, have reported on violations of international humanitarian law, including acts of and sexual violence related to conflict. In the light of these challenges during the war, The PROTECT Program established the Women, Peace, and Security Initiative.

Women and girls, men and boys across Ukraine are encountering the threat of rape as a weapon of war as evidence of sexual violence grows. These events have sharpened the focus on the importance of international law and protocols, such as the Geneva Conventions and Additional Protocols, UNSCR 1325 and related Women, Peace, and Security (WPS) resolutions, and the Murad Code. Preventing and responding to conflict-related sexual violence (CRSV) is one of the key themes under the WPS agenda, and is addressed under Ukraine’s 1325 National Action Plan (NAP 1325).

It is symbolic that in 2020, the year of the 20th anniversary of the adoption of UN Security Council Resolution 1325 “Women, Peace, Security”, the Ukrainian Government took stocks of the first Ukrainian NAP 1325 and adopted its second National Action Plan. But new challenges imply new amendments to security and resilience, including combatting CRSV. For these purposes, the process of the review and update of NAP 1325 in accordance with wartime challenges has been launched by the Government of Ukraine.

The PROTECT Program’s Women, Peace, and Security Initiative is focused on two urgent issues: strengthening the legal and regulatory framework for the identification and documentation of conflict-related sexual violence (CRSV), including NAP 1325, and improving the response of the security and defense sector to CRSV using survivor-centered approaches. Providing consistent advisory support and assistance, Women, Peace, and Security Initiative aims to advance the WPS agenda, enhance the coordination and capacity of the security and defense sector institutions to identify, document, and investigate CRSV, as well as to raise awareness about CRSV and the linkages between international humanitarian law and CRSV.

As the UN Special Representative on CRSV Pramila Patten noted during her visit to Ukraine in May, all crimes committed should be documented and investigated to ensure justice and accountability. At the same time, there is a need for a holistic, survivor-centered approach provided to survivors in Ukraine and abroad.

On May 3, 2022, the Framework of Cooperation (FoC) between the Government of Ukraine and the United Nations on prevention and response to conflict-related sexual violence was signed. The FoC focuses on building the capacity to monitor and report on crimes of conflict-related sexual violence, strengthen service provision, establish referral pathways, reinforce the national institutions’ capacity to ensure accountability for such violations, as well as develop national policies and programs, and build the capacity of defense and security sector to prevent CSRV.

The International Day of Peace serves as an important reminder that atrocity crimes, including sexual violence in conflict, remain unacceptably prevalent. Communities across the world observe this day in different ways. However, an activity that is common is the one-minute silence that is observed at 12 noon. This year, on the International Day of Peace, this global minute of silence would also honor the memory of women, men, children, civilians, and soldiers who have perished since the invasion of Ukraine.

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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International Day of Peace takes on a new meaning for every Ukrainian

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