“When the roots are deep, there is no reason to fear the wind.” — African proverb
The video is brief but unforgettable. A struggle inside an Ibom Air aircraft, security personnel closing in, a passenger visibly distressed, and fragments of a uniformed crew member in the frame. Within hours, it was everywhere online, dissected by thousands. The official account says the trouble began before take-off when the passenger, Comfort Emmanson, refused to switch off her phone. The flight went ahead, but the confrontation reignited after landing in Lagos, escalating into physical assault against a purser and later airport security. In the melee, her clothing was torn, leaving her partially exposed as she was restrained and removed.
The proverb tells us that when roots are deep, the wind is nothing to fear. For any organisation, those roots are clear procedures, effective training, and a workplace culture strong enough to keep dignity and due process intact even when tempers flare and the world is watching. The Ibom Air case challenges us to ask: how deep are those roots in Nigeria’s service industries?
“Zero tolerance” sounds decisive, but it is not the same as policy. The Nigeria Civil Aviation Regulations direct crew to prioritise de-escalation, reserving physical restraint for imminent danger. But the question here is twofold. Did the crew’s response, both in flight and on the ground, strictly follow those principles? And when restraint became necessary, were there measures in place to ensure the passenger’s dignity, even in the midst of enforcement?
“Yet without a transparent, documented review that considers all aspects, the behaviour, the escalation, and the handling, decisions risk being perceived as reactive rather than principled.”
The loss of clothing, whether accidental in the struggle or otherwise, is more than an unfortunate detail. Public exposure can cross into the territory of degrading treatment, potentially infringing on Section 34(1) of the Nigerian Constitution, which guarantees the dignity of the human person. Internationally, IATA’s Cabin Operations Safety Best Practices stress that intervention should be proportionate, necessary, and applied with respect for privacy. Protecting dignity is not a courtesy; it is a legal and reputational safeguard.
Discipline without dignity is brittle, but dignity without discipline is dangerous. A lifetime ban may have been warranted to protect staff and passengers. Yet without a transparent, documented review that considers all aspects, the behaviour, the escalation, and the handling, decisions risk being perceived as reactive rather than principled.
Then there is the issue of the viral video. The Nigeria Data Protection Act 2023 allows recording for legitimate security purposes, but not for unauthorised dissemination. Who filmed this footage? Was it an official record or an opportunistic capture? Once it leaked, did the airline investigate? Without control over evidence, organisations lose both narrative authority and legal protection.
A 2023 CIPM survey found that 68 percent of service companies lack frontline social media guidelines. In an age where every bystander and employee can be a broadcaster, failing to address this risk is not oversight; it is negligence.
And finally, the human cost. The crew member was physically assaulted at work. The passenger, whether or not she precipitated the incident, was exposed and humiliated before a global audience. Global aviation psychology studies show that both aggressors and responders in such confrontations can suffer lasting psychological effects. Did either receive post-incident counselling or support? Or were both left to carry their injuries – physical and reputational – alone?
The Ibom Air altercation happened at 30,000 feet but landed firmly in the space where policy meets humanity. Strong organisational roots are built not only on enforcement but on fairness, not only on safety but on dignity. Without them, one gust, a heated exchange, a viral video, a torn shirt, can shake public trust to its core.
Dr. Olufemi Ogunlowo is the CEO of Strategic Outsourcing Limited, a leading provider of personnel and business process outsourcing services in Nigeria. He is also a regular columnist on employment and workforce strategy.
