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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The Opportunities for Women in Agribusiness Project (OWAP) proudly participated in the Food Africa Exhibition from December 3–5, 2024. Accompanied by a group of women entrepreneurs and cooperative members, OWAP showcased the talent and resilience of women in agribusiness, providing them with an invaluable platform to network, gain insights, and connect with global trends in agriculture and food sectors.

During the exhibition, participants engaged with international buyers and industry leaders, presenting a diverse array of locally sourced products, including honey, soy-based goods, pomegranate molasses, vine leaves, herbs, and fruit jams. This event was a turning point for these women entrepreneurs, offering them opportunities to establish partnerships, adopt innovative practices, and enhance their market presence.

Fatma Abu Halka, a participant, shared her experience: “Through the Food Africa Exhibition and with OWAP’s support, I connected with international buyers, distributors, and industry experts, leading to new collaborative opportunities. I hope these interactions result in long-term business relationships.”

To ensure participants were ready to make the most of this opportunity, OWAP worked closely with the women entrepreneurs and cooperative members. Preparations included product selection workshops focusing on marketable items like natural, organic, and oriental foods. Intensive training sessions on business presentation, branding, and marketing equipped the women to confidently engage with visitors and potential partners.

A key focus was building strong product identities. OWAP supported women-led cooperatives in Minya and Beni Suef by designing professional packaging and labels reflecting their values, such as sustainable farming, local sourcing, and women’s empowerment. This branding effort not only helped their products stand out but also emphasized storytelling to humanize their brands, connecting customers to the inspiring journeys of these rural women overcoming social and economic challenges.

Asmaa and Zeinab, from the Thamara cooperative, said: “Celebrating the accomplishments of our flourishing cooperative marks a pivotal moment in my life. I connected with a wide range of customers, including Egyptians, Arabs, and international visitors. Communicating our story helped customers appreciate the challenges we faced to create high-quality products that are safe and delicious.”

The event also boosted confidence among participants. Warda Eid, from the Negmet Elzaytoon cooperative, shared: “Before, I thought our cooperative would work on a limited scale. Now, I am confident we can pursue opportunities to scale up and make our products household staples across Egypt.”

Dr. Mohamed Mostafa, OWAP’s Project Manager, participated in a panel discussion titled “Harvesting Success: Women Leading the Way in Food & Agribusiness.” This discussion highlighted the resilience, strength, and potential of women in agribusiness and underscored the importance of ongoing support for women-led initiatives.

The OWAP booth attracted notable visitors, including the Governor of Beni Suef, who praised the work of women entrepreneurs and promised his support. Representatives from the Ministry of International Cooperation and the Ministry of Trade and Industry, along with Mrs. Emma Omran from the Canadian Embassy, commended the project’s outcomes and advocated for adopting this effective economic model. Key partners, including the Tayeb Project and the Solifame Project, also lent their support.

Reham Shaaban, an entrepreneur and winner of the Embassy of Canada Award for Entrepreneurs 2023, said: “As a woman entrepreneur starting my business, showcasing my honey products at the exhibition gave me substantial exposure. I’m confident this visibility will open doors to new markets and partnerships to grow my business.”

The women entrepreneurs reported forming connections with potential clients, distributors, and business partners, collecting valuable leads expected to translate into lasting business relationships. The event successfully demonstrated the diversity and innovation of women-led agribusinesses to a global audience of industry professionals, buyers, and investors.

OWAP’s participation in the Food Africa Exhibition marked a significant milestone in empowering women entrepreneurs. By amplifying their stories and providing them with tools for success, the project continues to foster hope, collaboration, and economic growth within their communities. Through such initiatives, OWAP remains committed to turning aspirations of global expansion into reality.