Kenya Airways (KQ) Chief Executive Officer, Allan Kilavuka, has called on the government to establish measures to counter the rising trend of foreign airlines poaching skilled aviation professionals from the country. He expressed concerns that if this trend continues unchecked, Kenya may face a shortage of highly trained personnel, posing a significant risk to the aviation sector.
Kilavuka emphasized that while Kenya Airways offers attractive remuneration and favorable working conditions, the unrestricted recruitment of its professionals by international carriers threatens the long-term stability of the industry. He stressed the need for a well-structured approach to managing talent movement in the sector.
Speaking on the matter, Kilavuka explained that KQ has made significant investments in training and developing aviation personnel, including pilots, engineers, and cabin crew. The sudden loss of these professionals to external airlines not only disrupts operations but also affects the airline’s ability to maintain a competitive edge in the industry.
“We offer very attractive terms and conditions, and you can confirm that from the employees. However, we shouldn’t have a situation where airlines just fly in here and then go to hotels and then scoop up people. There should be a structured way of doing it,” he stated.
With the global aviation industry experiencing an increased demand for skilled personnel, many airlines are seeking to recruit experienced professionals, especially from regions with established training programs like Kenya. Kilavuka acknowledged that while opportunities abroad may be appealing, there should be an organized framework to ensure the sustainability of the local aviation industry.
Kilavuka’s concerns highlight a broader challenge that Kenya’s aviation sector faces—retaining talent amidst international competition. Kenya Airways has historically played a pivotal role in training aviation personnel, often investing substantial resources in education and skill development. However, without regulations to oversee the movement of professionals, these investments may not yield long-term benefits for the country.
“What will happen if we have a lot of people leaving the industry, and we spend a lot of money training our people here? We can do it in a structured manner,” Kilavuka said.
The loss of experienced aviation personnel could potentially weaken Kenya’s standing as a regional aviation hub. If key roles remain unfilled due to talent migration, local airlines may struggle to maintain high service standards and operational efficiency.
Kilavuka urged policymakers to establish regulations that ensure fair talent movement practices while protecting Kenya’s aviation workforce. Possible solutions could include creating agreements with foreign airlines on recruitment processes, implementing retention incentives, and offering career advancement opportunities for local professionals.
Kenya Airways, for its part, remains committed to providing a competitive work environment, attractive remuneration, and career development programs to retain its workforce. Kilavuka emphasized that ensuring proper training structures and regulatory oversight would benefit both the airline and the broader aviation industry.
As Kenya continues to grow as a key player in global aviation, industry stakeholders will need to work collaboratively to safeguard local expertise while balancing the demands of an increasingly interconnected job market.
