In a bid to improve efficiency within Nigeria’s defence and security sector, the Civil Society Legislative Advocacy Centre (CISLAC), in collaboration with Transparency International’s Defence and Security Program and with support from the Ministry of Foreign Affairs of the Netherlands, organized a comprehensive training focused on navigating the recruitment system and processes in the security architecture of Nigeria.
The training, which gathered stakeholders from across various security agencies and civil society groups, addressed pressing issues within the recruitment system, aiming to spotlight inefficiencies and recommend reforms.
The event featured both breakout group discussions and presentations, allowing participants to deeply engage with the topics at hand and produce actionable recommendations.
Jimoh Abubakar, Program Coordinator of CISLAC, noted that there is the need for holistic reforms in the security sector, particularly in recruitment.
“We can no longer afford to overlook the cracks in our recruitment process. Efficiency in recruitment translates to efficiency in service delivery. The goal is to build a security sector that is professional, transparent, and accountable,” he said.
Participants revealed several recurring challenges, including favoritism, lack of transparency, limited oversight, and widespread corruption during enlistment and promotion procedures.
These concerns were not only linked to inefficiency but also to long-term implications on national security.
Sexual harassment and gender abuse were identified as key issues that erode trust within Nigeria’s defence sector,
“There is a troubling prevalence of ‘sex for promotion’ and ‘sex for selection’ that undermines professionalism and morale within the ranks.” Such practices were identified as systemic problems that must be addressed through strict policy enforcement and whistleblower protections.
The training also touched the challenges of accessing therapy and mental health support for individuals in high-risk professions such as the military and other security agencies. Jimoh Abubakar noted, “Mental health remains a silent crisis in the armed forces. The stigma attached to seeking help, coupled with limited resources and cultural norms, often prevents personnel from accessing the support they need.”
Participants identified common barriers to mental health support including stigma, limited resources, time constraints, and rigid organizational structures. To counter these challenges, the training proposed solutions such as confidential support services, peer support networks, and flexible therapy options tailored to the demands of high-risk occupations like the defence and security.
Another critical issue discussed was the blurring of the military’s traditional role. The training emphasized that while the military is primarily tasked with defending against external threats, its increasing involvement in internal security and even commercial ventures poses a risk to democratic governance and civil-military relations. “The military’s growing presence in internal affairs raises serious concerns about the militarization of civil life,” one participant noted.
The training also exposed deeper structural concerns including lack of accountability, flawed procurement processes, and weak inter-agency collaboration. These issues, if left unaddressed, could hinder any meaningful reform efforts in the sector. As one attendee observed, “Without a system that enforces accountability and protects the dignity of personnel, reforms will remain only theoretical.”
The training not only identified the inefficiencies and risks inherent in the current system but also laid the groundwork for actionable change. Through collective effort and policy reform, stakeholders agreed that the Nigerian defence and security sector could transition toward a more effective, transparent, and humane system.