By Seton Serge Hodonou
Why is Africa facing an air traffic control officer shortage at the very moment it needs them most?
Air Traffic Control Officers (ATCOs) are the unseen guardians of our skies – orchestrating safe, efficient, and orderly traffic flow across airspaces. Across Africa, however, this critical function is under increasing strain due to a growing shortage of qualified ATCOs. Just as air traffic is rising, the continent is struggling to recruit, train, and retain enough professionals to meet demand.
The role of ATCOs is not merely operational; it is strategic. They represent the human link in a vast safety chain that includes infrastructure, technology, regulation, and oversight. Their actions – or absence – have direct consequences on safety margins, service efficiency, and even regional economic performance. The liberalization of air transport through the Single African Air Transport Market (SAATM) brings hope for integration and connectivity, but also adds pressure on national and regional authorities to ensure the right capabilities are in place to support this growth.
Moreover, the function of ATCOs requires years of training, psychological endurance, and a permanent commitment to vigilance. It cannot be improvised, nor accelerated without risk. Hence, failing to anticipate and manage workforce development in this sector is tantamount to accepting increasing levels of operational risk and strategic vulnerability.
With a view to optimizing resources, it is wise to learn from the experience acquired by ANSPs and find relevant answers to the following questions:
- How is traffic growth outpacing the human capacity to manage it in Africa’s skies?
- Why are African States and ANSPs unable to train and retain enough controllers?
- What happens when the people managing air traffic are too few, too tired, or not there at all?
- How can Africa fix the ATCO shortage – and build resilience for the future?
- Can Africa learn from success stories on the continent?
What will it take for African skies to be managed safely, efficiently, and sustainably?
It is in this context, and to answer all these questions, that this essay explores the roots of the ATCO shortage in Africa, its operational and safety implications, and proposes concrete solutions to build a future-ready ATC workforce for the continent.
How Is Traffic Growth Outpacing The Human Capacity To Manage It In Africa’s Skies?
To begin with, over the past two decades, Africa has witnessed increasing air connectivity driven by economic growth, trade integration, and rising middle-class mobility. ICAO and IATA forecast that African air traffic will nearly double in the coming years, positioning the continent as a key corridor for regional and international routes. A recent CAE report, endorsed by IFATCA, forecasts that the global aviation sector will face a shortfall of 71,000 air traffic controllers by 2034, alongside a demand for 1.5 million civil aviation professionals. While these figures reflect global needs, they highlight the urgency for Africa to proactively secure and develop its own talent pipeline to avoid falling further behind or losing skilled personnel to external markets.
However, this growth in aircraft movements has not been matched by the availability of trained ATCOs. Air Navigation Service Providers (ANSPs) in several African States operate with staffing levels below ICAO standards, both in control towers and in area/approach control centres. Some units are unable to open all control sectors simultaneously due to lack of personnel, leading to route constraints, reduced airspace capacity, and operational stress. Operational managers often report that one controller is covering multiple sectors that would normally require several professionals.
Moreover, modernization efforts such as Performance-Based Navigation (PBN) and the integration of new surveillance technologies (e.g., ADS-B) require ATCOs to be retrained or upskilled. Unfortunately, the pool of available controllers is too small and too stretched to accommodate these shifts.
Why are African States and ANSPs Unable To Train And Retain Enough Controllers?
One of the foremost barriers to ATCO availability is the insufficient number of accredited and resourced Approved Training Organizations. While institutions such as EAMAC in Niger, GATA in Ghana, NCAT Zaria in Nigeria, and ATNS in South Africa serve the region, their throughput remains limited. Simulation infrastructure is outdated in some cases, course availability is sporadic, and language differences between anglophone, francophone, and lusophone trainees further constrain access.
In addition, training a controller typically takes two to four years and includes initial theoretical instruction, simulator training, and the crucial on-the-job training (OJT) phase at operational control units. The OJT component is particularly challenging: it requires qualified supervisory staff, live traffic conditions, and a structured mentoring process – conditions not always met due to staffing gaps and limited operational space.
Even when controllers are successfully trained, retaining them is increasingly difficult. Gulf countries and Western ANSPs regularly recruit experienced African ATCOs, offering substantially higher salaries, modern working environments, and defined career pathways. This brain drain significantly erodes national capacity and undermines investments made by States and ANSPs.
Furthermore, many African recruitment frameworks are outdated. Strict age limits, rigid public service protocols, and bureaucratic delays slow down the hiring process. In some cases, otherwise eligible candidates are lost due to administrative bottlenecks or mismatched entry criteria. Meanwhile, strategic workforce planning remains largely absent – most ANSPs lack predictive HR models or succession strategies, leaving them vulnerable to sudden shortages.
What Happens When The People Managing Air Traffic Are Too Few, Too Tired, Or Not There At All?
The shortage of ATCOs has immediate and wide-ranging operational consequences. First and foremost is the issue of fatigue. With insufficient staffing, controllers are often subjected to extended duty periods, fewer rest cycles, and work during holidays – all of which increase the risk of human error and reduce situational awareness.
Consequently, operational efficiency also suffers. Understaffed control centres may be forced to close certain airspace sectors, delay aircraft sequencing, or restrict flight levels – all of which result in delays, rerouting, and increased fuel consumption. This impacts not only airline profitability but also the reputation of States as reliable aviation hubs.
Moreover, the implementation of Air Traffic Flow Management (ATFM) – a vital strategy for balancing air traffic demand with available capacity – becomes nearly impossible in understaffed environments. ATFM requires coordinated planning, real-time monitoring, and collaborative decision-making across sectors and FIRs. Without sufficient human resources to manage these dynamic processes, States are unable to effectively anticipate traffic peaks, mitigate congestion, or deliver predictable services. As a result, regional harmonization efforts and cross-border efficiency goals are undermined.
From a regulatory perspective, the shortage also undermines ICAO compliance. The Universal Safety Oversight Audit Programme (USOAP) evaluates States’ capacity to provide air navigation services, including sufficient qualified personnel. Poor performance in this area can lead to global confidence loss and impact international partnerships.
Perhaps most importantly, the shortage threatens the success of continental integration under SAATM. Without enough controllers to manage the increased traffic that liberalized skies bring, the potential benefits of intra-African connectivity may remain unrealized.
Fixing Africa’s ATCO Shortage And Building Resilience For The Future
Nevertheless, solutions exist – and many are already being explored across the continent. First, training capacity must be expanded and modernized. This includes upgrading facilities with advanced simulators, implementing performance-based training, and adopting digital learning methods for theoretical components. Regional coordination through bodies such as BAGASOO, AAMAC, or CASSOA can help pool resources, allocate training quotas equitably, and develop multilingual programs to overcome linguistic barriers.
Of course, modernization requires funding – and responsibility must be clearly defined. In multi-State institutions such as EAMAC, this raises the question of whether Member States, organizations like ASECNA, or external partners should lead the investment. A training system that cannot access live aircraft or current-generation simulators is not sustainable. Therefore, any reform must be backed by realistic funding mechanisms and institutional clarity.
Moreover, retention must also be prioritized. ANSPs and States should benchmark salaries and working conditions to minimize outflow to foreign employers. Structured career pathways, opportunities for specialization, and recognition programs can enhance job satisfaction. Portability of benefits and regional mobility frameworks can also help retain skilled personnel within Africa.
Additionally, gender inclusion should not be overlooked. Encouraging more women to enter and thrive in the ATC profession is not only a matter of fairness – it is a strategic move to expand the talent pool. Targeted outreach, scholarships, and mentorship initiatives can make a measurable difference.
On the policy side, recruitment procedures must be made more agile. States should review outdated civil service rules, while ANSPs streamline operational hiring processes. Mutual recognition of licenses and regional harmonization of training curricula can ease cross-border cooperation and emergency staffing support. National aviation strategies should include dedicated ATCO development plans with short-, medium-, and long-term targets.
Lastly, technological innovation can complement human resource development. Remote towers offer cost-effective control solutions for low-traffic airports. AI tools can assist controllers in complex scenarios. Rostering systems powered by data analytics can reduce fatigue by optimizing shift patterns.
A Success Story On The Continent
For example, Ghana offers a compelling case of how strategic investment and international collaboration can produce outstanding results. The Ghana Civil Aviation Authority (GCAA) has invested steadily in simulator technology, consistent recruitment, and continuous ATCO training. Ghana’s last ICAO audit scored 88.62% – among the highest in Africa.
In addition, partnerships with ICAO and institutions like the Kofi Annan International Peacekeeping Training Centre have helped GCAA build a stable pipeline of qualified controllers. Ghana’s approach highlights what is possible when policy, infrastructure, and planning align toward a common goal.
What Will It Take For African Skies To Be Managed Safely, Efficiently, And Sustainably?
The ATCO shortage is both a constraint and a wake-up call. It reflects deeper structural weaknesses – but also reveals an opportunity to transform air traffic services across Africa. With vision, investment, and coordinated action, States and ANSPs can turn today’s crisis into a foundation for future strength.
What is at stake is more than staffing levels – it is the credibility, autonomy, and resilience of African aviation systems. Building sustainable capacity in air traffic control requires aligning education, infrastructure, and regulation under a coherent human capital development strategy. It also requires long-term commitment, adequate funding, and institutional leadership that is both technically competent and politically supported.
The way forward demands that each actor – from national governments to regional bodies, training centers, regulators, and even ATCOs themselves – recognize their role in securing the future of safe skies across Africa. Beyond solving an urgent need, addressing this shortage is about safeguarding a vision of Africa that is connected, competent, and confidently in control of its own airspace.
As traffic grows and the continent opens its skies, the need for competent, sufficient, and motivated ATCOs will only increase. The question is no longer whether we can afford to invest in this workforce – but whether we can afford not to.