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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As Alinea International concludes its 2025 International Women’s Day campaign, we reflect on the inspiring stories and impactful initiatives that highlight the power of women’s empowerment. Every day, we are honored to work alongside remarkable women and girls who are leading change in their communities, breaking barriers, and shaping a more just and equitable world.

Throughout this campaign, we’ve showcased the dedicated efforts of our projects, each striving to address gender inequality and uplift women through education, leadership, economic opportunities, and advocacy. These initiatives reinforce the importance of collective action in driving sustainable change and achieving the Sustainable Development Goals.

Thank you for following along and for recognizing the vital role of women’s empowerment in building a better future. Below is a recap of the incredible projects we’ve been privileged to feature in celebration of International Women’s Day.

SAFEGRO: Vietnam

Gender-Responsive Food Safety with SAFEGRO in Vietnam

EN: The SAFEGRO project in Vietnam is promoting gender-responsive food safety by challenging traditional gender roles and encouraging both men and women to take part in food safety decisions. Through training workshops and e-learning courses, participants learn to integrate gender perspectives into food safety policies, ensuring more balanced communication and leadership opportunities for women. By fostering shared responsibilities at home and in decision-making roles, the initiative aims to create lasting behavioral change and more inclusive food safety practices.

A family selects food together at a supermarket in Long Biên District, Hà Nội. VNA/VNS Photo Trần Việt

Gender Responsive One Health (GROH)

International Women’s Day: Promoting One Health with a Focus on Women and Girls

Muna Umar Ahmed, a 51-year-old single mother of ten, is a trailblazing leader in her conservative community, championing gender equality through the Gender Responsive One Health (GROH) project. Her efforts have successfully brought veterinary services to small-scale farmers, improved agricultural practices, and empowered women through income-generating activities like a community-run nursery. By addressing both gender inequalities and public health challenges, Muna’s leadership is creating lasting change for women and families in her village.

Police Stabilization Project

Supporting Women in Law Enforcement for a Safer and More Equal Ukraine

Alinea International’s Police Stabilization Project (PSP) honors the resilience of Ukrainian women in law enforcement. With Global Affairs Canada’s support, PSP has partnered with the Ukrainian Association of Women in Law Enforcement since 2018 to advance gender equality, leadership, and rights-based policing. By empowering women officers and addressing gender-based violence, PSP contributes to a safer, more inclusive future for all Ukrainians.

Projet de Services d’Appui sur le Terrain pour la Coopération Canadienne en RDC (PSAT)/ Field Support Services Project for Canadian Cooperation in the DRC

Autonomisation des Femmes et Égalité des Genres avec le PSAT en RDC

International Women’s Rights Day highlights the need to ensure no woman or girl is left behind, a message that strongly resonates in the Democratic Republic of Congo (DRC). Despite progress, Congolese women continue to face economic and social challenges, particularly in the informal and agricultural sectors, while also enduring gender-based violence. Through initiatives like the “Beans for Women” project and community learning centers, programs supported by Global Affairs Canada and Alinea International are working to empower women, integrate gender equality into policies, and create lasting economic and social improvements.

Défi Education des Filles/ Girls’ Education Challenge

DÉFI et l’autonomisation des femmes au Mali

On International Women’s Day, the Défi Education des Filles (DÉFI) project, funded by Global Affairs Canada, highlights its commitment to empowering women through financial independence and leadership. By supporting women in savings and credit groups, the project helps them strengthen their businesses and gain the confidence to take on leadership roles traditionally held by men. Safiatou Bouare, a beneficiary of the program, has not only grown her food processing business but is also challenging gender norms by running for president of her community’s health committee, demonstrating the power of economic empowerment in advancing gender equality.

Gestion Inclusive du Fonds Minier en faveur de la Paix et de la Stabilisation/ Inclusive Management of the Mining Fund for Peace and Stabilization

Agir pour l’Autonomisation des Femmes au Burkina Faso

The GIFM/PS project in Burkina Faso highlights the vital work of its gender specialists in promoting women’s empowerment and equality. Despite progress, rural women still face barriers to land, education, and economic opportunities. Through awareness campaigns, training, and advocacy, the project strengthens women’s participation in local governance and the management of mining funds. By addressing gender inequalities, the GIFM/PS project supports sustainable development and aligns with the theme: “For all women and girls: rights, equality, and empowerment.”

Projet de Conservation du Bassin du Lac Tchad (PCBLT) /Lake Chad Basin Conservation Project

Voix des Spécialistes du PCBLT

On International Women’s Day 2025, Alinea International’s Lake Chad Basin Conservation Project (PCBLT) highlights the efforts of gender specialists in Chad, Cameroon, and Niger to advance women’s empowerment. From increasing women’s representation in decision-making to promoting economic independence through micro-grants, these initiatives tackle structural inequalities. The gender-based model family approach is fostering shifts in traditional roles, encouraging shared domestic responsibilities, and supporting education as a foundation for empowerment. By breaking barriers and creating opportunities, the project drives sustainable change toward gender equality in the region.