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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(La version anglaise suit / English version follows)

Avec la contribution de Blandine Zabre Wendpuiré et Eunice Y. B. Nikièma, spécialistes en genre et en communication

À l’occasion de la Semaine de l’égalité des sexes au Canada, le projet Gestion inclusive du Fonds minier en faveur de la paix et de la stabilisation (GIFM-PS) présente les parcours de Rosalie SOME OHO et de Maïmounata NIKIEMA, deux femmes engagées en faveur d’une meilleure reconnaissance des personnes vivant avec un handicap au Burkina Faso.

Financé par Affaires mondiales Canada et mis en œuvre par Alinea International et le Centre pour la promotion des droits humains et du développement en Afrique (CPHDA), le projet vise à rendre la gestion du Fonds minier de développement local (FMDL) plus inclusive et transparente. À Gaoua, Boudry et Houndé, il propose des formations et des espaces de dialogue sur le fonds, le genre et l’inclusion.

Rosalie et Maïmounata racontent ce qu’elles ont appris au cours de ces activités et ce qu’elles font au sein de leurs associations.

Rosalie : mieux comprendre pour mieux représenter

Rosalie SOME OHO

Rosalie est calligraphe et membre de l’Association des personnes vivant avec un handicap moteur Thiobiel de Gaoua. L’association sensibilise les familles à l’inclusion des personnes vivant avec un handicap. Elle encourage la scolarisation des enfants concernés et leur participation à la vie de la communauté.

Dans son travail de calligraphe, Rosalie voyait régulièrement passer des mentions du fonds minier, de taxes et de différents montants sans toujours en comprendre la portée. Lors de la première phase du projet GIFM-PS, elle a participé à une formation sur le genre, l’inclusion et le leadership, ainsi qu’à plusieurs séances de dialogue. Une journée de communication a ensuite permis de présenter les activités réalisées par le projet dans la commune de Gaoua. Rosalie dit avoir mieux compris le lien entre les ressources du FMDL et le développement local. « L’atelier m’a vraiment éclairée », résume-t-elle.

Rosalie a commencé à partager ses connaissances avec d’autres membres de son association. Elle a aussi pris part à un théâtre-forum organisé à la gare Gaoua-Kampti autour de la cohésion sociale et de l’accueil des personnes déplacées sans discrimination. Elle y a évoqué les difficultés d’accès à certains bâtiments administratifs lorsque les rampes sont absentes ou insuffisantes, ainsi que les difficultés d’accès à l’eau rencontrées par des femmes. Elle dit avoir gagné de l’assurance pour prendre la parole et porter ces préoccupations. Rosalie estime aussi que son engagement est davantage reconnu. « Aujourd’hui, on fait appel à nous et on nous consulte », explique-t-elle.

Dans son métier aussi, elle souhaite gagner en autonomie. Après vingt ans de travail auprès d’un patron, elle aimerait développer sa propre activité de calligraphie. Elle a sollicité un appui auprès de la Coordination des femmes pour acquérir du matériel et améliorer son espace de travail. L’association Thiobiel, dont Rosalie est membre, souhaite aussi accéder à des formations pour développer des activités génératrices de revenus.

Maïmounata : une association davantage présente dans les échanges locaux

Maïmounata NIKIEMA

À Boudry, Maïmounata NIKIEMA est secrétaire générale de l’Association Teegawendé. L’association défend les droits des personnes vivant avec un handicap, cherche à améliorer leurs conditions de vie et favorise leur participation à la société. Maïmounata coordonne son administration et suit ses activités.

Selon Maïmounata, elle et son association n’étaient auparavant pas conviées à certaines rencontres communautaires et instances de décision. « Certaines personnes pensaient que nous ne pouvions pas participer au développement économique », raconte-t-elle. Elle a pris part à des formations sur le genre, l’inclusion, les violences basées sur le genre, la cohésion sociale, le leadership et la gouvernance locale, ainsi qu’à des séances de dialogue sur la gestion inclusive du FMDL.

Lors d’une journée de redevabilité à la mairie, Maïmounata dit avoir entendu la commune présenter sa gestion des ressources minières et parler du financement d’écoles, de dispensaires et de forages. Selon son témoignage, elle a aussi commencé à présenter les comptes de Teegawendé à ses membres afin qu’ils puissent suivre l’utilisation des cotisations.

Avec l’accompagnement de la commune, Teegawendé a présenté à une société minière une demande d’appui pour un projet d’élevage. Maïmounata indique que l’association participe désormais à un comité communal et à un comité régional consacrés aux personnes vivant avec un handicap. Elle considère cette présence comme une avancée pour Teegawendé. Selon elle, une participation plus inclusive peut aussi contribuer à la cohésion sociale et à la paix.

Les parcours de Rosalie et de Maïmounata montrent que l’égalité des genres passe aussi par la possibilité, pour toutes les femmes, y compris celles vivant avec un handicap, d’accéder à l’information, de participer aux échanges et de faire entendre leur voix. En cette Semaine de l’égalité des sexes, leurs expériences rappellent qu’une participation plus inclusive peut aussi contribuer à la cohésion sociale et à la paix.

When Every Voice Counts: Two Women’s Journeys Toward Inclusion and Peace

With contributions from Blandine Zabre Wendpuiré and Eunice Y. B. Nikièma, gender and communications specialists

For Gender Equality Week in Canada, the Inclusive Management of the Mining Fund for Peace and Stabilization (GIFM-PS) project shares the stories of Rosalie SOME OHO and Maïmounata NIKIEMA, two women working to secure greater recognition for people with disabilities in Burkina Faso.

Funded by Global Affairs Canada and implemented by Alinea International and the Centre for the Promotion of Human Rights and Development in Africa (CPHDA), the project aims to make the management of the Local Mining Development Fund (FMDL) more inclusive and transparent. In Gaoua, Boudry and Houndé, it offers training and opportunities for dialogue about the fund, gender and inclusion.

Rosalie and Maïmounata describe what they have learned through these activities and the work they do within their associations.

Rosalie: Learning More to Better Represent Others

Rosalie SOME OHO

Rosalie is a calligrapher and a member of Thiobiel, an association for people with mobility disabilities in Gaoua. The association raises awareness among families about the inclusion of people with disabilities. It encourages children with disabilities to attend school and take part in community life.

In her work as a calligrapher, Rosalie regularly came across references to the mining fund, taxes and various amounts without always understanding what they meant. During the first phase of the GIFM-PS project, she attended training on gender, inclusion and leadership, as well as several dialogue sessions. A subsequent information event presented the project’s activities in Gaoua. Rosalie says she came to better understand the connection between FMDL resources and local development. “The workshop really clarified things for me,” she says.

Rosalie began sharing what she had learned with other members of her association. She also took part in a forum theatre event at the Gaoua-Kampti station focused on social cohesion and welcoming displaced people without discrimination. There, she raised the difficulties of accessing some government buildings when ramps are missing or inadequate, as well as the difficulties women face in accessing water. She says she has grown more confident in speaking up about these concerns. Rosalie also feels that her involvement is receiving greater recognition. “Today, people reach out to us and ask for our input,” she says.

She also wants greater independence in her work. After working for an employer for twenty years, she would like to develop her own calligraphy business. She requested support from the Coordination des femmes to buy equipment and improve her workspace. The Thiobiel association, of which Rosalie is a member, also wants access to training to develop income-generating activities.

Maïmounata: Her Association’s Growing Presence in Local Discussions

Maïmounata NIKIEMA

In Boudry, Maïmounata NIKIEMA is secretary-general of the Teegawendé association. The association defends the rights of people with disabilities, seeks to improve their living conditions and promotes their participation in society. Maïmounata coordinates its administrative work and follows up on its activities.

According to Maïmounata, she and her association were not previously invited to some community meetings and decision-making forums. “Some people thought we could not take part in economic development,” she says. She attended training on gender, inclusion, gender-based violence, social cohesion, leadership and local governance, as well as dialogue sessions on the inclusive management of the FMDL.

During an accountability event at the municipal offices, Maïmounata says she heard the municipality explain how it managed mining funds and discuss financing for schools, health clinics and boreholes. She also says she began presenting Teegawendé’s accounts to its members so they could see how their membership dues were used.

With assistance from the municipality, Teegawendé asked a mining company to support a livestock project. Maïmounata says the association now takes part in a municipal committee and a regional committee dedicated to people with disabilities. She sees this as a step forward for Teegawendé. In her view, more inclusive participation can also contribute to social cohesion and peace.

The journeys of Rosalie and Maïmounata show that gender equality also depends on all women, including women with disabilities, being able to access information, take part in discussions and make their voices heard. During Gender Equality Week, their experiences remind us that more inclusive participation can also contribute to social cohesion and peace.