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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Gender-based violence (GBV) remains a pervasive issue in Jamaica, affecting individuals across all demographics but disproportionately impacting women and girls. According to crime statistics, violence against women, including intimate partner violence, sexual assault, and femicide, continues to be unacceptably high, revealing the deep-rooted gender inequality that underpins much of Jamaican society. However, one initiative that is working to address this problem from its roots is the Strengthening Access Inclusion and Leadership for Sexual Reproductive Health and Rights (SAIL-SRHR) Project, being implemented by the Caribbean Vulnerable Communities (CVC) and the Jamaica Family Planning Association. For this year’s #16Days of Activism Against Gender-Based Violence we’re highlighting how the project is not only addressing sexual and reproductive health and rights (SRHR) among Jamaica’s youth but is also tackling the critical issue of gender-based violence, by promoting positive masculinity as a powerful tool for social change.

The Landscape of Gender-Based Violence in Jamaica

In Jamaica, gender-based violence is oftentimes fueled by social norms and practices that see men and boys as dominant and women and girls as subordinate. These norms perpetuate harmful behaviours that lead to physical, emotional, and sexual violence. Research has shown that approximately 1 in 3 women in Jamaica have experienced some form of physical or sexual violence during their lifetime, with many incidents going unreported due to fear of stigma or retaliation. This violence is further fueled by a culture that often normalizes aggression and restricts emotional expression in men. As a result, many young men grow up with limited understanding of healthy relationships, empathy, and emotional intelligence, which only compounds the cycle of violence.

Given these statistics, it’s clear that addressing gender-based violence in Jamaica requires more than just interventions for survivors, it requires a shift in the attitudes and behaviours that perpetuate these harmful norms, particularly among young people.

SAIL-SRHR: Empowering Youth and Challenging Gender Norms

The SAIL-SRHR project is addressing this need head-on. With a focus on youth, the project aims to foster an environment where sexual and reproductive health rights are understood and respected. Through its efforts to promote positive masculinity the SAIL-SRHR project is challenging traditional ideas of masculinity that are often associated with control, aggression, and dominance. Through educational programs such as workshops, and advocacy efforts, the project is promoting positive masculinity, a concept that encourages young men to embrace empathy, respect for women, and healthy emotional expression. By focusing on positive masculinity, the SAIL-SRHR project works to prevent gender-based violence before it happens. It does so by helping young men redefine their roles in relationships and in society. Instead of seeing masculinity as synonymous with power and control, the project encourages young men to understand that true strength lies in mutual respect, equality, and non-violence.

A Future Without Gender-Based Violence

The SAIL-SRHR project’s efforts to promote positive masculinity and sexual and reproductive health education are crucial in the fight against gender-based violence in Jamaica. By targeting the root causes of violence—misguided gender norms and unhealthy masculinity—it is providing young men with the tools they need to change their behaviour and become advocates for equality and non-violence.

As Jamaica continues to confront the challenges posed by gender-based violence, initiatives like the SAIL-SRHR Project offer hope for a safer, more equitable future.

By shifting attitudes and fostering a culture of respect and equality, the project is helping to dismantle the structures that perpetuate violence, one young man at a time. In doing so, it is laying the groundwork for a generation where gender-based violence is not only prevented but actively condemned.