The officers, who say they have patiently endured eight years of career suppression, have accused FAAN of implementing double standards in certificate recognition, career progression, and rank placement, a development they argue has now reversed hierarchy within the system and “destroyed morale.”

Deepening discontent is brewing within the Federal Airports Authority of Nigeria (FAAN) as hundreds of Aviation Security (AVSEC) and Airport Rescue and Firefighting Services (ARFFS) officers recruited in 2016 and 2017 have petitioned the Aviation Union over what they described as long-standing discrimination, deliberate stagnation, and alleged systemic abuse of office in the Authority’s human-resource structure.

The officers, who say they have patiently endured eight years of career suppression, have accused FAAN of implementing double standards in certificate recognition, career progression, and rank placement, a development they argue has now reversed hierarchy within the system and “destroyed morale.”..TAP TO CONTINUE FULL READING.

Their petition, addressed to the Aviation Union leadership and obtained by SaharaReporters, coincides with a recent FAAN press release issued on November 30, 2025, in which the Authority refuted allegations of unfair treatment and reaffirmed its commitment to transparency and statutory-aligned HR procedures.

But the aggrieved officers insist that FAAN’s statement is “misleading, incomplete, and designed to quiet mounting media scrutiny.”

We Entered With B.Sc., HND, But Forced To Submit OND/SSCE

At the heart of the controversy is the claim that during the 2016/2017 recruitment exercise, many applicants possessed higher academic qualifications, including HND and B.Sc. degrees, yet were reportedly compelled by FAAN to submit only OND or SSCE certificates as part of the employment conditions.

According to the officers, applicants complied with the directive in good faith, trusting that their higher qualifications would later be recognised in line with public-service rules and standard HR practice.

However, nearly a decade later, the officers allege that FAAN has refused to acknowledge those qualifications or adjust their ranks accordingly.

“Many of us entered the system better qualified than the recruits that came years after us,” the petition reads.

“Yet our higher certificates have remained unrecognised. We remain stagnated on lower ranks while junior officers, who submitted the same OND/SSCE at entry, have now been upgraded above us.”

The officers argue that this situation violates federal public-service standards, disregards fairness, and undermines the operational integrity of the aviation sector.

They also stressed that the prolonged stagnation has left them demoralized, emotionally distressed, and in some cases forced to resign due to fatigue and depression.

‘2019–2023 Officers Upgraded Above Their Seniors’

Perhaps the most striking allegation in the petition is the claim that officers recruited between 2019 and 2023, who, according to the officers, faced the same entry restrictions regarding certificate submission, were allowed by FAAN to resubmit their HND/B.Sc. certificates after recruitment.

Following this resubmission, the 2019–2023 officers were reportedly upgraded, their qualifications backdated to their date of entry, and their salaries and ranks adjusted upward in line with their actual academic levels.

This process, the petitioners insist, resulted in juniors leapfrogging seniors who had served for seven to nine years.

“These junior officers have now overtaken us in rank, seniority, placement, and salary, even though many of them obtained their qualifications after we did,” the petition states.

“This reversal of hierarchy is not only unjust; it is a violation of natural justice, Federal Character principles, and established public-service norms.”

The affected officers argue that FAAN’s HR department has not applied a uniform standard across cohorts, creating a two-tier system where some officers benefit from backdated upgrades while others remain trapped on lower grades despite equal or superior qualifications.

However, FAAN has countered the complaints by claiming that the 2016/2017 cohort was “converted,” thereby aligning their job functions and academic levels within the organization.

But the officers reject this explanation, describing the conversion process as “a cosmetic fix that solved nothing.”

The officers said in a petition, “The conversion took place after the officers had already risen to Grade Level 8 through years of service.

“It did not adjust their rank or salary. It did not restore lost seniority or correct the initial certificate suppression.

“It ultimately benefited FAAN more than the officers, as it merely updated HR records without granting the substantive upgrade due to them since entry.”

“Conversion was a paperwork update. It was not an upgrade,” the petition declares.

“It did not restore our rightful career trajectory. Meanwhile, the 2019–2023 sets received full upgrades, not conversion, and those upgrades were backdated. That is the key difference.”

The officers insist that FAAN’s press release fails to address this distinction, which they describe as the root of the injustice they face.

In its November 30 statement signed by Henry Agbebire, Director of Public Affairs and Consumer Protection, FAAN dismissed suggestions of unfair practices, stating that all its recruitment, placement, and promotion procedures are guided by “established regulations designed to promote equity, competence, and organisational efficiency.”

Part of the statement reads, “FAAN reiterates that no employee is compelled to alter or suppress their qualifications at any point in our recruitment process.

“All engagement procedures are based on the advertised positions, their requirements at the time, and the voluntary submissions of applicants.”

The Authority also stated that it has zero tolerance for harassment, intimidation, or abuse of office, adding that internal review mechanisms are functional and disciplinary procedures are actively enforced.

In addition, the Managing Director has reportedly authorised further internal review of employment-related concerns to strengthen clarity and ensure uniform policy application.

In a detailed counter-statement attached to their petition, the affected officers dismissed FAAN’s press release as “damage control” and an attempt to silence media interest rather than address the substantive grievances.

They argued that FAAN’s statement “does not acknowledge the certificate suppression imposed on the 2016/2017 set, does not explain why 2019–2023 officers received backdated upgrades while they did not, does not clarify the criteria used to reverse seniority, avoids the issue of alleged intimidation and unprofessional conduct within HR units and fails to resolve the administrative disparities identified in internal documents”.

The officers said, “The press release creates a public illusion of fairness, but it ignores every documented inconsistency raised by the affected officers.

“This is not a sentimental issue; it is based on internal memos, personnel files, promotion histories, and evidence of unequal treatment.”

Allegations of Harassment, Intimidation and Abuse of Office

The aggrieved officers also outline troubling allegations of workplace misconduct involving senior FAAN officials.

According to the officers, some managers have used their positions to intimidate staff who question the inconsistencies in the upgrade process.

Female officers, in particular, allegedly experienced sexual harassment or coercion when seeking HR intervention for their long-delayed upgrades.

The officers stressed that these allegations warrant confidential, independent investigation, not internal inquiry, to prevent interference and retaliation.

“There are patterns within certain HR and evaluation units showing non-transparent approvals, preferential upgrades, and bureaucratic manipulation,” the officers stated.

“Officers who speak up are labelled troublemakers and deliberately frustrated,” they alleged.

Demoralization and Exit of Skilled Personnel

The officers say the injustice has taken a widespread toll on morale and well-being.

They described themselves as “heads of families, aviation safety contributors, and loyal officers” whose years of dedicated service have not been recognized.

Several officers have reportedly resigned in recent years due to emotional exhaustion, financial disparity, and hopelessness regarding career progression.

“We built the foundation of AVSEC and ARFFS operations during the years the 2019–2023 officers were still undergraduates,” they lamented. “Yet they now outrank us in every sense. That is a clear signal of forced resignation.”

What Officers Want

The officers are asking the Aviation Union to intervene and demand that FAAN “review and recognize their HND/B.Sc. qualifications at the point of entry, not after GL-8.

“Restore their seniority and correct all reversed hierarchy. Backdate their ranks and salaries to reflect their actual qualifications from day one.

“Investigate allegations of intimidation, influence, sexual harassment, and irregular upgrades. Ensure a transparent and equitable upgrade policy for all cohorts going forward.”

They also urged the union to request personnel files, approval memos, conversion records, and promotion histories from 2016 to 2023, which they believe will expose the disparity.

Call for Union, Media and Public Oversight

The officers say FAAN’s internal mechanisms have failed for more than eight years, forcing them to turn to the aviation union, the press, and public watchdog groups.

They warned that with promotion examinations approaching, the disparity will widen permanently unless urgent action is taken.

“This is not a request for privilege,” the officers noted. “We are simply asking FAAN to apply the same standard it applied to junior officers. Recognise our qualifications at the point of entry and restore our rightful ranks.”

As FAAN continues its transformation drive and modernisation efforts, the unresolved grievances of its 2016/2017 officers pose a critical test of its commitment to fairness, transparency, and public-service integrity.

The aggrieved officers insist that they will continue to demand justice until the system is corrected.