The discrimination against traffic wardens 

The Traffic Warden Service plays a critical role in maintaining traffic order and safety on our roads, yet they face numerous challenges and limitations that hinder their ability to perform their duties effectively. Established in 1975 as a Department of the Nigeria Police Force, the Traffic Warden Service has recently come under scrutiny for the systemic discrimination and neglect faced by its members. Despite being an integral part of law enforcement, traffic wardens have suffered from a lack of adequate manpower, capacity building, career development opportunities, promotions, inconsistent recruitment practices, and proper working tools and kits.

The disparities within the Traffic Warden Service have been glaring, with individuals enlisted at the same time experiencing stark differences in career progression. The last recruitment exercise was conducted in 2008, creating an unhealthy void in the workforce and burdening existing members with demoralising effects.

It is proposed that the terminology of the Traffic Warden Service be revised to reflect the importance of their role within the Police Force, similar to other branches like the Military Police, Air Police, and Naval Police. The foundational ranks for traffic wardens, as outlined in Section 59 Part XV of the Police Act 2020 (as amended), demonstrate a clear path for career progression. However, the reality paints a different picture, as the promotion to the rank of deputy superintendent of traffic remains highly elusive for many, highlighting systemic barriers and inequalities.

The need for reforms within the Traffic Warden Service is imperative to address these disparities and discriminations, as well as to bring about enhanced efficiency, professionalism, job satisfaction, and loyalty among its members. Amending the Police Act 2020 to provide for a more equitable promotion process will not only benefit the traffic wardens but also contribute to increased social security, employment opportunities, and economic growth.

Furthermore, implementing reward systems within the Traffic Warden Service, such as performance-based incentives, merit-based promotions, bonuses, allowances, training opportunities, commendations, and recognition programmes, will foster a culture of excellence and motivation among its members.

In the words of George Orwell’s Animal Farm, “All animals are equal, but some animals are more equal than others.” It is time to rectify these injustices and create a fair and inclusive environment within the Traffic Warden Service. 

Section 42 of the 1999 Constitution (as amended) is explicitly clear on issues relating to discrimination in whatever guise or disguise be they at work place, tribe, religion, ethnicity, creed or class.

A stitch in time saves nine, and the time for change is now.

Korau Dauda Biba,

Ilorin, Kwara state

07038237934, 08085557000,

[email protected]