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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For the past 35 years, International Development Week (IDW) has been a time to reflect on the collective efforts of organizations, governments, and communities striving to build a better world. This year’s theme, Building a Better World Together, underscores the importance of collaboration in tackling global challenges, particularly in climate resilience and disaster preparedness. Nowhere is this more relevant than in the Philippines, a country ranked as the most vulnerable to climate change and natural disasters for the third consecutive year.

The Partnering for Climate and Disaster Resilience (P4CDR) Project is a testament to the power of cooperation in addressing this challenge. With a focus on six provinces—Kalinga, Aklan, Bohol, Samar, Bukidnon, and Davao de Oro—this initiative aims to strengthen local and national capacities to anticipate, respond to, and recover from climate-related disasters.

Olongapo, Zambales – Widespread flooding in Luzon area due to Typhoon Caring and Southwest Monsoon. (Photo by Jack Solano/Getty Images)

The P4CDR Project takes a three-pronged approach to fostering climate resilience:

Enhancing the Policy Environment for Climate and Disaster Resilience (CDR)
By working closely with national government agencies, civil society organizations (CSOs), and NGOs, the project seeks to harmonize policies, programs, and resources related to climate change adaptation and disaster risk reduction. Creating a coherent policy framework ensures that CDR initiatives are effective, sustainable, and inclusive.
Supporting Local Governments in Climate Change Adaptation Planning
Local governments play a critical role in implementing climate adaptation strategies. The P4CDR Project helps municipal and provincial governments improve the financing, execution, and monitoring of their climate change adaptation plans. Through tailored training and mentorship, the project strengthens their ability to address climate risks in their communities.
Empowering Women and Marginalized Groups in Decision-Making
Historically, women, Indigenous communities, persons with disabilities, and other marginalized groups have been excluded from climate resilience planning. The project works to amplify their voices, ensuring they have the skills, resources, and opportunities to participate meaningfully in decision-making processes. By supporting women-led organizations and national women’s networks, P4CDR fosters a more inclusive approach to disaster resilience.

A key approach of the P4CDR Project is the belief that sustainable solutions must be locally driven. In each of the six provinces, the project is engaging local governments, community-based organizations, and academia in risk assessments that integrate scientific data with lived experiences. By focusing on community-led resilience, the project ensures that strategies are not only effective but also culturally and regionally appropriate.

For example, in rural and coastal communities, where livelihoods depend on natural resources, climate resilience planning must be tailored to protect both the environment and economic stability. Farmers and fishermen, who are among the most affected by climate change, are given a seat at the table to co-develop adaptation measures that align with their needs and realities.

The P4CDR Project takes an active role in strengthening institutional capacities at all levels. Through peer-to-peer exchanges, hands-on training, and mentorship, local government officials and community leaders gain the knowledge and skills necessary to prepare for and respond to extreme climate events.

Additionally, the project bridges gaps between national policies and local implementation. Policies crafted at the national level often fail to reach municipal and provincial governments due to a lack of coordination, resources, or conflicting regulations. Through regular dialogue sessions, the P4CDR Project helps to align policies across different government levels, ensuring more cohesive and effective climate resilience efforts.

Partnership is a key strategy necessary for effective governance for climate and disaster resilience. Partnership is a key strategy necessary for effective governance for climate and disaster resilience. Climate and disaster resilience preserves and protects lives, livelihoods, health, living conditions, infrastructure, services, cultural assets and the natural environment. Because of its scale and complexity, Climate and Disaster Resilience (CDR) requires a “whole of government” as well as a “whole of society” approach. Through these partnerships, opportunities for breaking out of silos and traditional comfort zones will be created. Collaboration is critical across different levels of government, the private sector, academia, NGOs, international donors and communities to adequately anticipate, prepare for, respond to, and recover from climate-related hazards and the changing and variable climate conditions over time.

Further, due to traditional barriers and challenges, women are often left out of critical discussions on CDR with most post-emergency settings dominated by men. Women, particularly those in rural communities, indigenous women, women with disabilities and those living in poverty are even more excluded despite the key role they play in mobilizing communities after a climate disaster. The project will strengthen the skills and knowledge of women and community-based organization leaders to meaningfully participate in CDR planning decision-making and knowledge sharing forums. The project will provide training in basic organizational development and financial management, training in evidence-based data gathering, advocacy and policy development to strengthen their skills and confidence to articulate their positions and engage with government. The project will facilitate the establishment of partnerships between women-led and other community-based organizations and local governments to encourage women’s participation in councils, committees or working groups and promote awareness raising activities to highlight the importance of Gender Equality, Social Inclusion and Disability-responsive CDR.

Collaboration is central to the project’s success. A “whole-of-government” and “whole-of-society” approach ensures that climate resilience efforts are comprehensive and sustainable. Key partnerships include:

National Government Agencies: Providing the policy framework and technical expertise to guide local-level implementation.
Local Governments: Implementing climate adaptation strategies and ensuring the sustainability of initiatives.
Community-Based Organizations: Mobilizing grassroots participation and ensuring solutions reflect local needs.
Academia: Contributing research, data analysis, and innovative solutions.
Private Sector and International Donors: Offering financial resources and expertise to support project initiatives.

By working together, these stakeholders break down traditional silos and foster an integrated approach to disaster resilience.

One of the most significant elements of the P4CDR Project is its commitment to gender-responsive and inclusive climate resilience planning. Women in rural communities, Indigenous groups, and persons with disabilities often face systemic barriers that prevent them from participating in decision-making processes. The project directly addresses these challenges by providing training, supporting women-led organizations in engaging with local and national governments, and facilitating partnerships that encourage women’s participation in councils and committees.

Through equipping marginalized groups with the tools they need to advocate for their communities, the project ensures that climate adaptation strategies are more effective and equitable.

The true measure of success for the P4CDR Project is whether its impact extends beyond its official duration. The project’s approach ensures that local governments and communities see climate resilience as their own responsibility, not just an externally funded initiative. Long-term sustainability will be achieved by embedding new policies and practices into existing government. By institutionalizing effective climate adaptation strategies and fostering strong local leadership, the project aims to create a lasting legacy in the Philippines.

Addressing climate change and disaster resilience requires collective action. The P4CDR Project’s commitment to inclusivity, policy coordination, and capacity building highlights the transformative potential of working together. As we look ahead, let us continue to champion collaborative efforts that strengthen communities, protect the environment, and pave the way for a sustainable future.