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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Every day around the world, billions of hours are spent on cooking, cleaning, fetching water, and caring for children, the sick, and the elderly. This vital care work keeps families and communities functioning, yet it remains largely unpaid, unrecognized, and falls mostly on women and girls.

As the world observes the UN International Day for Care and Support on October 29, Alinea’s UCARE project joins global efforts to highlight this often-invisible labour. The aim is to raise awareness, encourage more equitable sharing of care responsibilities, and create space for women and girls to access greater opportunities.

Global and National Context

According to a 2018 ILO study, 76% of Unpaid Care and domestic Work (UCW) globally is done by women. If valued financially, it could contribute between 10% and 39% of GDP depending on the country. In Ghana, UCW could represent up to 14% of GDP; yet it remains excluded from national accounts and development planning.

Available data suggest that women in Ghana spend 7.8 hours daily on UCW, three times more than men. This imbalance results in time poverty for women limiting their access to education, income, leadership, and rest – reinforcing cycles of economic dependence and inequality. Without addressing this disparity, achieving gender equality and inclusive development will remain elusive.

Gender Norms and UCW

In Ghana, particularly in northern regions, deep-rooted gender norms shape caregiving roles as women’s responsibility even for those engaged in paid work. Women must juggle both productive and reproductive roles, limiting their economic independence, participation in public life and decision-making power.

Tackling UCW means challenging gender stereotypes and recognizing care work as a collective societal duty, not just a private, female responsibility.

Intersectionality and UCW

Unpaid care responsibilities do not affect all women equally. Social class, ethnicity, and disability influence how care is distributed and valued. Low-income women, domestic workers, and women from marginalized groups often shoulder heavier workloads, caring for their families while performing low-paid caregiving jobs for others.

Women in rural areas face additional challenges where limited access to water, electricity, and early childhood education increase care demands. Addressing UCW must therefore be inclusive and intersectional, ensuring no one is left behind.

The UCARE Project: Transforming Care in Northern Ghana

The Global Affairs Canada-funded United for Care-Sensitive Approaches to Rights and Empowerment (UCARE) project responds to this global challenge. Led by Alinea International in partnership with NETRIGHT and SEND Ghana, UCARE works across 10 districts in Northern Ghana to promote:

Recognition of UCW as valuable labour.
Redistribution of care roles between men and women.
Reduction of care burdens through promoting the provision and use of services like childcare, water access, and time-saving tools.
Integration of care in local development plans.

Using the Gender Model Family (GMF) approach, UCARE will support 50, 000 families to reflect on and rebalance care responsibilities at the household level. Families will develop Action Plans that redistribute chores equitably, while community Gender Champions facilitate ongoing dialogues to challenge norms. At the institutional level, UCARE supports districts in integrating UCW needs into their 2026–2029 Medium-Term Development Plans (MTDPs).

In partnership with NETRIGHT, UCARE is also strengthening the advocacy capacity of Civil Society Organizations (CSOs) to enhance accountability and sustain progress at both district and national levels.

Driving Progress toward the Sustainable Development Goals (SDGs)

Unpaid care and domestic work remain a persistent barrier to achieving gender equality and sustainable development. UCARE’s work contributes directly to several SDGs:

SDG 5: Gender equality; by promoting shared UCW responsibilities.
SDG 1 & 10: No poverty and reduced inequalities; by unlocking women’s time and economic opportunities.
SDG 4: Quality education; by reducing girls’ UCW so they can stay in school.
SDG 8: Decent work and economic growth; by enabling women’s labour force participation.

On this UN International Day for Care and Support, UCARE calls on government, CSOs, and individuals to recognize and value care work, and commit to building equitable care systems. Reflect on care work in your own home or community – how can it be shared more fairly? Recognize those who perform it, and let’s make care visible and valued.