(L’anglais suit)

Égarées, meurtries, dénuées de tout espoir et contraintes d’abandonner leur foyer en raison des conflits qui font rage au centre du Mali, les personnes déplacées internes des sites de Sénou et Faladié à Bamako font face à une détresse profonde.

Outre le traumatisme lié à leur déplacement, plusieurs familles ont été victimes d’acte de violence, tels viols et assassinats, perpétrés par des groupes extrémistes. Au sein de ces familles, les jeunes filles voient souvent leur éducation brutalement interrompue, tandis que les mères de famille voient leurs activités génératrices de revenus compromises.

Autant de défis auxquels font face ces personnes déplacées qui, malgré des circonstances extrêmement difficiles, cherchent à restaurer une certaine normalité dans leur quotidien.

Grâce au projet Défi Education des Filles (Projet DÉFI), certaines des familles voient poindre une lueur d’espoir à l’horizon.

En effet, le Projet DÉFI, financé par Affaires mondiales Canada et mis en œuvre par un consortium d’organismes sous le leadership d’Alinea International, s’est résolument engagé à atténuer la détresse imposée à ces familles.

Le projet DÉFI a ciblé dans les camps de déplacés localisés aux environs de Bamako, des groupes de femmes afin de leur offrir une formation intensive en techniques d’embouche bovine, en transformation agroalimentaire et en saponification.

Ces femmes ont également bénéficié d’un capital de 300 000 FCFA (environ 600 $CA) afin de démarrer leur propre activité génératrice de revenus. Cet appui leur a non seulement permis de subvenir à leurs besoins et ceux de leur famille, mais aussi de s’intégrer dans la vie socio-économique locale, leur offrant ainsi l’opportunité d’envoyer leurs enfants à l’école de quartier.

Arsata Barry a déclaré que la formation l’avait rendue autonome et avait aidé ses filles à reprendre leurs études.

«Aujourd’hui, je me sens comme une vraie femme», a déclaré Mme Barry.

«Je me sens responsable et digne. Ils ne me donnent pas de nourriture, mais ils m’aident à devenir indépendante. Mes filles retournent à l’école et je m’y engage.»

Outre le soutien financier offert aux femmes, un vétérinaire est mis à disposition pour assurer le suivi et le traitement des bêtes, ce qui s’effectue à travers une formation continue « dispensée aux femmes déplacées.

L’une des bénéficiaires, Nialé Coulibaly, a déclaré qu’elles avaient décidé de mettre en place une tontine, un mécanisme d’épargne collectif féminin.

«Nous ferons des économies qui nous aideront à poursuivre cette activité», a expliqué Nialé Coulibaly. «Nous sommes conscientes que le projet ne nous aidera pas éternellement».

Les bénéficiaires ont également exprimé le désir d’apporter leur contribution aux dépenses familiales en aidant financièrement leurs maris.

Pour certaines d’entre elles, le lancement de cette activité promet une amélioration notable de leurs conditions de vie ainsi que celles de leurs familles.

Foutmata Barry explique que son mari a accepté de l’aider à s’occuper de leurs animaux et qu’après la vente de leurs autres animaux, les bénéfices seront utilisés pour les dépenses de la famille.

«Mon mari et moi espérons un avenir meilleur pour notre famille.»

Bien que plusieurs initiatives aient été entreprises depuis leur arrivée, le projet DEFI représente la première démarche significative d’autonomisation des femmes sur le site.

International Day of Education: A Fresh Start

Forced to abandon their homes due to the conflicts raging in central Mali, internally displaced people from the Sénou and Faladié villages in Bamako are in a state of crisis. In addition to the trauma linked to their displacement, many families have been victims of acts of violence, including sexual violence, perpetrated by extremist groups. Within these families, young girls often see their education abruptly interrupted, while mothers see their livelihoods compromised. Despite extremely difficult circumstances, these displaced people seek to return to their daily lives.

Thanks to the Défi Education des Filles Project (DÉFI project), some families are seeing a glimmer of hope. The project, funded by Global Affairs Canada and implemented by Alinea, is committed to improving the situations of these families.

The DÉFI project works with groups of women in displaced persons camps around Bamako, offering them intensive training in cattle fattening, food processing, and soap production.

These women also benefited from 300,000 FCFA (approximately CA$600) in capital to start their own income-generating activities. This support allowed them to meet their needs and those of their families and integrate into local socio-economic life – offering them the opportunity to send their children to the local school.

Arsata Barry said the training empowered her and helped her daughters return to their education.

“Today, I feel like a real woman,” said Barry. “I feel responsible and dignified. They don’t give me food, but they help me become independent. My daughters are going back to school, and I am committing to this.”

In addition to the financial support offered to women, a veterinarian is made available to monitor and treat the animals, which is done through ongoing training provided to displaced women.

One of the beneficiaries, Nialé Coulibaly said they decided to set up a tontine, a female collective savings mechanism.

“We will make savings that will help us continue with this activity, ” explained Coulibaly. “We are aware that the project will not help us forever.”

Beneficiaries also expressed a desire to contribute to family expenses by helping their husbands financially. For some, the launch of this activity promises a notable improvement in their living conditions and those of their families.

Foutmata Barry said her husband agreed to help her with the upkeep of their animals and following the sale of their other animals, the profits will be used for family expenses.

“My husband and I are looking forward to a brighter future for our family.”

Although several initiatives have been undertaken since their arrival, the DÉFI project represents the first significant step to empowering women in the area. The training acquired will be a lasting asset in their lives.

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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Journée internationale de l’éducation : Un nouveau départ