migration & urbanization

By 2050, the global population will grow by 50 per cent to 10 billion, Africa’s population will double, the urban population will triple and the number of people migrating in search of a sustainable livelihood will threaten peace and security in many regions of the world. Urban poverty will overtake rural poverty as the principal challenge and the number of people crowding into cities in search of a future will place great strain on existing or unprepared infrastructure and public services capability.

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Alinea works with development agencies and governments to analyze, plan and prepare for the demographic future, helping organizations to understand likely future movements of people; mitigate and manage migration flows; and future proof urban capacity planning and requirements.

We support provincial and municipal authorities and local communities to incorporate resiliency and sustainability into strategic planning – promoting and supporting innovation and technology shifts to enable effective strategies for mitigation, adaptation and sustainable urban development.

WORLDWIDE: Scoping Analysis on Migration (UK DFID)

Migration is now seen as an inevitable global phenomenon that needs to be better understood and managed. In the past, migration was generally seen as reflecting the failure of development, or worse, as contributing to a vicious circle that reinforces poverty. However, there is now growing recognition and evidence that migration, both internal and international, can also represent an important route out of poverty. Evidence suggests that migration can have significant positive impacts on livelihoods and well-being, though it also carries costs and risks that may be borne disproportionately by the poor, and may increase inequality if the risks are not well managed. Alinea (UK) undertook an analysis of studies and papers on migration commissioned by development agencies and the work of international organizations, such as the World Bank, the Global Forum on Migration and Development, as well as the European Union. The analysis aimed to draw out what is already known and the gaps. It was preceded by a survey of the available literature and data, which also sought to reflect the wider context on migration.

PALESTINE: Due Diligence on Affordable Housing Finance (UK DFID)

The development objectives of the Affordable Housing Finance initiative in Palestine were designed to open up access to finance, and stimulate poverty reduction through investment and employment creation. Alinea (UK) undertook a review of the programme, providing specialist advice in mortgage finance and urban development. The Alinea team provided independent expert opinion and contributions to the design of the Palestinian Mortgage Facility to ensure the programme design followed international best practice, was appropriate to local context, and that approach and outcomes were consistent with the International Development Act. Services provided included institutional assessment; analysis of the housing sector and programme design to achieve impact; and technical assistance on the design and implementation of the financing facility.

EGYPT: Social Research to Support Resettlement Planning (Synergy Global UK)

Alinea provided social research services to support the Synergy Global team to conduct social baseline studies and stakeholder consultation as part of a resettlement planning process in Cairo. Services provided included: consultation meetings with affected household representatives; facilitation of meetings around resettlement issues with key stakeholders; site visits; and support to social baseline research.

AUSTRALIA: Pacific Labour Facility: Quality, Learning and Performance, and Strategic Advisory Services (DFAT Australia)

The Pacific Labour Facility (PLF) is a key part of the Australian Government’s Pacific “Step Up,” supporting Pacific island workers to access Australian labour mobility opportunities. The two main labour mobility schemes for Pacific islanders to access Australia, both sponsored by the Australian Government, include the newly-created Pacific Labour Scheme (PLS) and Seasonal Worker Program (SWP). These employment schemes are designed to allow citizens of Pacific Countries to take up low- and semi-skilled work opportunities with accredited Australian employers in selected locations and industries. The schemes increase circular labour mobility within Pacific countries, which builds skills and people-to-people links, meets critical labour gaps for Australian employers in rural and regional areas, and supports increased economic growth, employment and investment across the region. The PLF supports both schemes, with a focus on the DFAT-administered PLS. Alinea provides leadership of and support services for the Quality, Learning and Performance (QLP) function within the PLF. The QLP Unit services a diverse range of internal clients and external stakeholders, providing the information and evidence to the program’s management team, DFAT, Australian employers, and Pacific partner governments, workers, and communities. This information and evidence will help participants maximize the benefits of Australia’s labour mobility schemes, strengthen wider social and economic impacts and ensure PLF meets its performance and accountability requirements.

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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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