Image: UN Women

Feature post for International Day for the Elimination of Violence Against Women by Natalia Beghin, Consultant with Alinea International based in the Asia-Pacific – with contributions by Mia Urbano and Georgia Naughton-Watt.

November 25 marks International Day for the Elimination of Violence Against Women (IDEVAW), White Ribbon Day and the beginning of the 16 Days of Activism. Together, these campaigns mobilise awareness and call to end the gross human rights violation that sees more than one in three of the world’s women experience gendered violence throughout their lifetimes. In 1991 when these campaigns began, the average global surface temperature had already risen 0.5°C higher than the century average. It has almost doubled since and, without urgent action, will quickly surpass 1.5°C.

Confronting climate statistics was front of mind for leaders and negotiators at the 26th Conference of the Parties (COP26) in Glasgow this month, but gender was relegated to the sidelines. For a crisis that representatives of China and the U.S. jointly acknowledge demands cooperation with “seriousness and urgency,” the comparative absence of women’s voices was remarkable, but not surprising. As is well known, countries contributing the least to the crisis are suffering the most. Less recognised, and certainly less addressed, is that women and girls face a much higher risk of experiencing the negative effects of climate change.

Multiple and intersecting gendered inequalities mean that women are more likely than men to be poor, hungry, unemployed and illiterate. Disproportionately dependent on natural resources and smallholdings for their livelihoods, women suffer more acutely and become more vulnerable as climate change disrupts access to essential services and sources of food and water. This resource-based insecurity is a well-known contributor to crisis and instability, closely associated with an increased risk of armed conflict and political crisis. In wartime, women constitute the overwhelming majority of those affected by conflict and suffer disproportionately, including as civilian casualties, refugees and victims of sexual violence and trafficking. The same patterns hold true during natural disasters – predicted to become more frequent and severe as the planet warms.

Bushfire in Australia

Not only do these events isolate women from education and employment opportunities, they increase their exposure to acts of gender-based violence and discrimination. Evidence from Hurricane Katrina, Cyclone Idai, the 2010 Haitian Earthquake and 2019-20 Australian bushfires demonstrate extreme disaster-related spikes in sexual and physical violence against women.

Climate-related gender inequalities also persist in covert ways. The gender balance at this year’s COP was more unequal than any of the last three conferences with women making up only 35 per cent of all delegates. Of the 16 boards and bodies that advise the United Nations Framework Convention on Climate Change, under which COP sits, only three have a 50-50 gender balance with none having reached this status before 2017. These types of inequalities stymie women’s representation, consultation and participation, and underlie extreme risks for the future of successful climate action.

Adaptation measures cannot be effective if they do not account for, and respond to, the diverse lived experiences of women, girls and other marginalised groups, including Indigenous, LGBTI and disabled peoples. Indeed, the inequalities discussed at COP and other like forums demonstrate that addressing gender inequality will be key to solving climate change. In turn, halting climate change is “essential to protecting the human rights of women.”

So, what can we do?

Image: UN Women

The first step must be to amplify and promote women’s participation and consultation for climate action. Evidence shows women’s involvement in cease-fire and peace negotiations increases the durability of peace after war. There is no reason to think it cannot have the same impact for climate resolutions and settlements.

With this in mind, seven countries used COP26 to announce commitments to promote the leadership of women and girls for climate action. More should follow suit. In 2009, developed countries also agreed to mobilise USD100 billion per year between 2020 and 2025 to support developing and climate-vulnerable countries in pursuing ambitious action to tackle climate change. Although three years late, progress at this year’s COP suggests mobilisation may soon get underway. Gender-responsive climate action should receive a significant proportion of whatever is spent, including on activities that help increase women’s access to property and capital, which better place them to diversify their livelihoods and adapt to climate change.

Canada recently announced that 80 per cent of its new 5.3 billion climate investment envelope will go to gender equality outcomes. Ideally, future COPs will view these types of commitments as the norm rather than the exception.

This year’s IDEVAW offers an opportunity to reflect and acknowledge that climate action is distinct from climate justice. We cannot risk ignoring the significance, value and potential of women’s contributions to countering and surviving a warming planet, for it is alarmingly clear that a future built upon unequal foundations will be no future at all.

Do you need help or feel unsafe? Click here to access a list of all country helplines for survivors and supporters of those who have experienced gendered violence – collated by UN Women.

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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Why gender action needs climate action, and vice versa

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