Telecom
MTN Nigeria is First, Only Nigerian Company to Be awarded the Platinum IiP Certification

By Esther Akinnukawe, Chief Human Resource Officer, MTN Nigeria,

Investors in People Certification is a recognition awarded to organisations that constantly seek to improve performance and realise objectives through the management and development of their people. Recently, MTN Nigeria was awarded with the highest category of the IiP certification, making it the first and only Nigerian company to achieve this feat. In this interview, the Chief Human Resources Officer, Esther Akinnukawe speaks about MTN Nigeria’s people management practices.
What is the IIP body and what does this award mean for MTN?
The full meaning of IiP is Investors in People. Being awarded a Platinum certification implies that MTN has a robust Employee Value Proposition as an organisation. IiP is an internationally recognised people management standard accreditation program and for us to have attained Platinum standard means that our Employee Value Proposition which I would subsequently refer to as EVP is strong and healthy. It attests to the fact that we are committed to supporting our employees in every facet of their lives. It also means that we are an employer of choice, it sustains the belief and understanding that we’ve had but with awards such as this, it cements the fact that indeed we are an employer of choice. These are some of the significances for us.
In 2013 MTN got the IiP Certification for the first time, moved on to clinch the Gold Certification in 2015 and now Platinum. Can you speak about this progression and how many other organizations in Nigeria hold this certification?
I am delighted to say that in Nigeria, we are the only organization that hold the IiP Platinum Certification. This is also a real testament to the fact that we have effective People Management Practices that have distinguished us. It might also interest you to know that internationally only 2% of organizations in 58 countries that IiP has assessed hold the Platinum certification. What it means is that internationally, including the United Kingdom and USA where IiP has a presence, we are in the top percentile of organisations with the best people practices. Continuous improvement is at the heart of IiP, it is the core of their philosophy so they do not just take your word for it, they interview employees, in fact there are five standards within the accreditation beginning from Standard, Bronze, Silver, Gold and Platinum.

We started from Standard accreditation years ago in 2013, we got to Gold in 2015 and are now Platinum. It shows we have consistently focused on improving and each time we are re-assessed, the results are clear that we have not remained on the previous level but have sustained that standard and built on it. When they speak to our employees, they are able to share their positive experiences with the organization. There are nine dimensions for the accreditation and each dimension has various elements. Another interesting fact is that to be able to attain the minimum Standard accreditation, an organisation has to meet all the requirements of Standard, to attain Bronze one needs to meet all the requirements of Standard and about 95% of Bronze and continuous. For us to attain Platinum means we needed to attain all the requirements for Standard, Bronze, Silver, Gold and Platinum. We continue to meet and exceed expectations because of the doggedness and determination we have to make a difference in the lives of our employees.
The next time they are here to re-validate the accreditation, seeing as we have attained the highest level being Platinum, they may have to create Platinum Plus category for us because we are not resting on our laurels.
As someone who manages MTN’s Human Resources Team, overseeing the company’s EVP and staff strength, what does this say about you as a person?
Truthfully, my personal and leadership vision is to create an environment that inspires greatness in people while helping them unleash their own potential. However, I am not able to release the potential an individual carries, they are the only ones that can do this for themselves, but when I create an environment that enables them do so it means that we will be able to do superlative things collectively and the results will be awards such as this IiP Platinum certification. I am delighted to be leading the team but I am not completely in charge, I work with an amazing team. I also consider it a privilege to serve and to be able to lead the team, together we cascade the vision and mission required to move the organisation forward for the rest of the employees, it is really amazing and a great privilege.
As the HR Head, what would you say is the most important policy in people management?
It would be difficult to pinpoint one for an organization such as MTN and I say that with every humility. Between a few years ago and now, we have implemented over 60 initiatives and these are all impactful initiatives not just ticking the box. They are initiatives that our people have found enabling. What I would say is that the guiding philosophy for us is whatever policy or process or practice we put in place has to really achieve the set objectives and we carry out what is known as a post-impact assessment. Here, we check with our people and ask questions to find out if what we deployed is working. Should we continue or discontinue? If we should continue, how frequently should it be? That way we are able to work with the information from our community to decide on the initiatives that are working and the ones to be discarded. Continuous improvement is at the centre and at the heart of the IiP program, it is equally the norm for us.
Can you compare the current standard of MTN Nigeria’s Human Resources to global standards?
I am certain you are aware that MTN Nigeria is one of the OpCos of the MTN Group. We have about 22 operating countries within the MTN Group and our focus on best practices for people development in Nigeria is also very evident and clear at the group level. In fact, our strategy for the year is called BRIGHT and when broken down, B is Best customer service experience, R is Returns and Efficiency, I is Ignite commercial performance,G is Growth in data and digital, H is heart and mind and then T is technology where our network and technology would be categorised. The H is where HR comes in under Heart. We take it very seriously, and are focused on creating an unrivalled employee experience and engagement. We want employees to wake up in the morning and look forward to coming to work. We don’t want employees to keep thinking of excuses to run away from work and that is really what drives us and makes us do all that we can do to ensure that our employees are enabled to live their best lives whilst at the same time delivering value to the organisation. It’s a symbiotic relationship and HR is at the heart of it. We have excellent, experienced and highly skilled HR personnel, who keep their pulse on trends.
We are trailblazers so even if there is nothing new out there, we come up with fresh ideas and have implemented some of them in recent times. For instance, we have a talent incubation program which is our talent management program. We also hosted a Fireside Chat which is one of the bouquets of intervention under that talent incubation program. We brought industry captains such as Mrs. Sola David-Borha, the Chief Executive for African Region at Standard Bank and Mr. Leke Alder, President of Alder Consulting. They had a platform to engage with our Senior Management Staff, share from their experience and inspire our people. We are still receiving accolades till now for that event. In fact, this morning I woke up again to a lot of Kudos. Kudos are compliments on our internal MTN recognition platform called MTN Shine.
If there’s anything that one has done for the organisation that is good and nice, people can go on the Kudos platform and send you some Kudos points and the beautiful thing about the platform is that it is public, allowing other MTN employees to see and recognise the individual. Under Beyond Work, we focus on health and what we refer to as Club 0803 where we give discounted products and services to employees. We also focus on work-life harmony by providing wellness and concierge services. There are a lot more that I am unable to list now such as financial literacy trainings but like I mentioned earlier, between 2015 and now we have implemented over 60 initiatives.
Telecom
Vitel Wireless Partners Fintechs to Expand Access to Services

Vitel Wireless has entered into partnership with OPay Limited and Moniepoint Limited, to expand access to airtime and data services, particularly in Nigeria’s underserved and rural communities.

The collaboration enables millions of customers on both fintech platforms to seamlessly purchase Vitel Wireless airtime and data directly from their bank accounts and digital wallets, a move designed to simplify access and improve connectivity nationwide.
Chudi Nwabueze, chief operating officer, Vitel Wireless, said the initiative highlighted the growing convergence between financial services and telecommunications in Nigeria.
He noted that by leveraging the expansive reach and infrastructure of fintech platforms, the company is removing long-standing barriers to mobile access.
Nwabueze added that the move builds on Vitel’s existing partnerships with traditional financial institutions such as Fidelity Bank and Zenith Bank, extending its footprint into the rapidly growing fintech ecosystem.
“This integration allows users to conveniently top up airtime and purchase data bundles through familiar banking and wallet platforms, improving accessibility and overall user experience,” he said.
Also speaking, Odera Ben-Chiobi, product marketing manager, Vitel Wireless, said the partnership aligns with the company’s mission to democratize access to mobile connectivity across Nigeria.
According to her, the collaboration will bring telecom services closer to millions of Nigerians, especially in areas where access has historically been limited.
She added that combining telecom services with digital financial platforms will also support broader financial inclusion efforts.
Vitel Wireless currently operates nationwide through a network-sharing agreement with MTN Nigeria, leveraging MTN’s infrastructure to deliver its services across the country.
The company noted that the partnership reflects a shared commitment to inclusive growth, with the potential to accelerate both financial inclusion and digital connectivity across Nigeria.
Telecom
Reps Claim NCC’s Weak Regulatory Oversight Responsible for Poor Telecom Services

House of Representatives on Wednesday claimed that Nigerian Communications Commission’s (NCC) weak regulatory oversight, was responsible for the country’s ongoing poor telecom service quality.

The lawmakers accused the NCC of failing to enforce standards that would compel operators to provide reliable connectivity.
They warned that persistent issues like dropped calls, slow data speeds, and network failures pose serious risks to lives and property, particularly during emergencies.
The resolution followed the adoption of a motion of urgent public importance moved by Ahmadu Jaha, representing Chibok/Damboa/Gwoza Federal Constituency in Borno State.
Speaking on the motion, Jaha emphasised the critical role of telecommunications in Nigeria’s economy and daily life, while lamenting the widening gap between subscriber expectations and actual service delivery.
“Telecommunication has become a vital part of everyday life in Nigeria. It connects families, supports businesses, enhances education, and drives economic growth. However, despite its importance, the quality of service provided by many telecom companies remains unsatisfactory,” he said.
Jaha highlighted recurring problems such as dropped calls, poor internet speeds, and failed message deliveries as signs of deeper systemic failures in the sector.“The House is concerned that poor network connectivity is a major issue.
Subscribers frequently experience dropped calls, slow internet speeds, and difficulty sending messages. This affects both personal communication and business operations, leading to frustration and financial losses,” he added.
Lawmakers also expressed dissatisfaction with the high cost of services relative to the quality received.
Jaha noted that Nigerians pay substantial amounts for data bundles that are quickly depleted due to unstable connections and frequent interruptions.
He further pointed to inadequate customer service, where complaints often go unresolved for long periods, hindering emergency communications during fire outbreaks, medical emergencies, or accidents.
The lawmaker attributed part of the problem to insufficient infrastructure expansion, especially in growing urban centres and underserved rural areas.
“Network congestion during peak hours and in densely populated areas shows that infrastructure development has not kept pace with the growing number of users,” he said.
Supporting the motion, George Ozodinobi, deputy minority whip, accused telecom operators of prioritising profits over service quality while faulting the NCC for regulatory complacency.
“It is like these companies have made enough profits in billions, and so, they don’t care about improving the network anymore. The NCC, the regulator, has become complacent,” Ozodinobi stated.
Despite the sector’s rapid growth from under one million lines in the early 2000s to over 200 million active subscriptions today challenges such as insufficient base stations, unreliable power supply, multiple taxation, and infrastructure vandalism continue to hamper service quality.
In its resolution, the House urged telecom companies to invest in modern infrastructure, expand coverage especially in rural communities, improve customer service, and adopt fairer pricing that reflects actual service quality.
The lawmakers also directed the NCC to enforce stricter quality-of-service standards and hold operators accountable.
They further resolved to set up an ad-hoc committee to investigate the root causes of poor service delivery and recommend appropriate legislative measures.
Telecom
GSMA Africa Policy Group Chair Calls for Urgent Tax Reforms to Accelerate Digital Inclusion

Mr. Daddy Mukadi, the Chief Regulatory Officer of Airtel Africa and Chair of GSMA Africa’s Policy Group, has called on African governments to recognise telecommunications as a core economic pillar and to implement two specific tax reforms that could dramatically accelerate digital inclusion across the continent.

Speaking at the first edition of the États Généraux du Secteur des Postes et Télécommunications in Kinshasa, DRC – an event convened to support the development of a strategic roadmap for the country’s digital and telecommunications sector and attended by H.E. President Félix Tshisekedi – Mukadi, who’s also a member of the GSMA Global Policy Group, urged government and industry stakeholders to rethink the role of telecommunications in national development.
He argued that it should be framed not as a sector specific concern, but as a continent-wide imperative.
“The telecoms sector can no longer be considered merely as a support sector,” Mukadi said. “It is now a core sector. Both are vital, and every other sector, from security and finance to transport and health, depends on digital technology for growth.”
His remarks come at a critical moment for Africa’s digital economy. According to the GSMA’s Mobile Economy Africa 2025 report, the mobile sector contributed US$220 billion to the continent’s economy in 2024. This is equivalent to 7.7% of GDP and is projected to reach US$270 billion by 2030.
Yet despite mobile networks now covering 95% of Africa’s population, nearly 75% of people across the continent remain offline.
The GSMA identifies this gap as Africa’s greatest connectivity challenge, driven above all by the unaffordability of devices.
Mr. Mukadi, therefore, called for strategic adjustments to public policy, as well as legal and regulatory frameworks, to support wider access to digital services.
He asserted that the telecommunications sector should be treated as a foundational pillar of economic development, with stakeholders working together to accelerate investment, expand coverage and close the usage gap across the continent.
The Chief Regulatory Officer of Airtel Africa also highlighted key barriers to digital inclusion, including the affordability of smartphones and the impact of import duties on telecommunications infrastructure.
He proposed a two-to-three-year exemption on import duties and taxes for entry-level smartphones priced between US$40 and US$150 to help bridge the usage gap. He also called for the removal of entry duties on telecommunications equipment for at least three years to support the expansion of network coverage.
According to him, “these measures would help deliver inclusive and sustainable digital technology for economic and social progress,” Mukadi said. “They would also support faster connectivity, improved access and the ability to connect more people, businesses and communities to the digital economy.”
He added that government and the private sector must work closely to create a regulatory environment that encourages innovation, protects consumer interests and supports long-term investment.
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