Inside Dark World of CITAM Business Units: Workers Speak Out Against Nepotism and Unchecked Managerial Impunity at Kadolta Resort

Fresh complaints from workers, congregants and former staff attached to various Christ Is The Answer Ministries (CITAM) business units have brought renewed attention to employment practices, management culture and working conditions within some of the church's commercial operations.

Information shared by multiple sources paints a picture of growing dissatisfaction among casual workers, former employees and church members who believe certain business units require closer attention from senior leadership and governance structures within the institution.

The complaints, which have emerged from different quarters within the church community, largely revolve around recruitment procedures, treatment of casual workers, opportunities for permanent employment, management conduct and what some describe as an entrenched culture that favours personal connections over merit.

Many congregants who have spoken about the issue maintain that their concerns are not directed at CITAM's religious mission, spiritual programmes or community outreach activities.

Rather, they say their frustration stems from what they perceive as shortcomings within some of the church's business operations, particularly catering services, hospitality facilities and other income-generating entities.

A recurring complaint centres on the belief that securing permanent employment within some units can be extremely difficult for workers who lack influential connections within management circles.

Several sources claim that casual employees often dedicate years of service to church operations with the expectation that commitment, reliability and experience will eventually translate into permanent positions, only to find themselves remaining in temporary arrangements for extended periods.

Former workers and current staff members who have discussed the issue say there is widespread frustration among casual employees who feel that years of loyal service are not always rewarded with meaningful career progression.

Some claim they have witnessed colleagues serve for lengthy periods while repeatedly being passed over when permanent opportunities arise.

Sources familiar with operations in some of the church's business units claim there is a growing perception among workers that recruitment outcomes are sometimes influenced by personal relationships rather than purely professional considerations.

This perception has fuelled resentment among employees who believe their qualifications, performance and experience receive less consideration than internal networks and personal connections.

Another grievance frequently mentioned by workers relates to claims that some managers and supervisors have remained in the same stations for many years without rotation.

Critics argue that lengthy tenures can create environments where managers accumulate extensive influence over recruitment decisions, deployment of staff and workplace culture.

According to several workers, long-serving managers can eventually develop powerful networks that enable them to exercise substantial control over who is recruited, who receives favourable treatment and who is recommended for future opportunities.

Some workers believe this concentration of influence weakens accountability and makes it difficult for new ideas or leadership approaches to emerge.

Complaints have also emerged regarding what some describe as favouritism within recruitment and staffing processes. Workers from different units claim there are instances where family members, friends or people with close relationships to decision-makers appear to enjoy advantages unavailable to other applicants.

Current and former workers say such perceptions have damaged morale among employees who feel they are competing in an environment where personal connections can carry more weight than performance, dedication or experience.

The grievances extend beyond recruitment and touch on workplace relations between employees and management.

Several sources describe situations where workers feel unable to openly express dissatisfaction or challenge decisions for fear of negative consequences affecting their jobs or future opportunities.

Some workers claim that questioning management decisions can create tension within the workplace and may expose employees to unfavourable treatment.

This, they say, has created an atmosphere where many workers prefer to remain silent even when they believe problems exist.

Another issue repeatedly mentioned by sources relates to communication between supervisors and human resource departments. Some workers believe managers wield excessive influence over employment decisions and can shape perceptions about employees in ways that affect contracts, disciplinary matters and career advancement.

Former workers interviewed through various channels say they feel employment decisions are not always transparent, leaving employees uncertain about how hiring, promotion and retention decisions are made.

This uncertainty has contributed to frustration among workers seeking clarity regarding career progression within church-owned enterprises.

Kadolta Resort ¶

Particular attention has been directed toward operations linked to CITAM Kadolta Resort, a hospitality, conferencing and events facility located along Pipeline Road off the Kiserian–Isinya Road in Kajiado County, about 45 kilometres from Nairobi, where workers and former staff members have shared complaints about working conditions and employment opportunities.

Several people familiar with activities at the facility describe demanding workloads and what they view as insufficient appreciation for employees who support daily operations, conferences, retreats, catering assignments and special events.

Some workers say staff members often work under pressure while receiving little recognition for their efforts.

Concerns have also been expressed regarding opportunities for casual workers attached to the resort.

Sources claim many employees remain in temporary positions for extended periods without clear pathways toward permanent employment.

Workers who have interacted with colleagues from catering departments and hospitality operations across different CITAM facilities say similar complaints frequently arise during conversations among staff.

These discussions often revolve around recruitment decisions, management conduct, promotion opportunities and the treatment of casual workers.

Church members who have followed the issue say the complaints have become increasingly common in recent years, with many congregants privately questioning whether church-owned businesses are operating in a manner consistent with the values promoted from the pulpit.

Some worshippers believe the grievances warrant a comprehensive review by church leadership, arguing that institutions built on principles of fairness, integrity and service should maintain the highest standards within their own workplaces.

Calls are now growing for senior leaders, the deacon board and administrative officials to engage directly with workers across various business units in order to obtain firsthand information about employee experiences and workplace challenges.

Several congregants believe such engagement should involve current workers, former employees and long-serving casual staff who can provide insight into recruitment trends, workplace culture and management practices over time.

Others have called for an independent assessment of employment procedures, staff welfare measures and management accountability mechanisms within church-owned enterprises.

Supporters of this approach argue that a detailed review could help identify areas requiring reform while restoring confidence among workers and church members.

The complaints come at a time when faith-based organisations operating large commercial ventures are increasingly being expected by members to uphold high standards of governance, transparency and fairness in employment matters.

Those speaking about the matter say they hope church leadership will carefully examine the issues being discussed and take steps aimed at strengthening trust, accountability and fairness across all business units operating under the CITAM umbrella.

Below is the experience shared by one congregant, whose views mirror complaints received from other sources.

"Hello Cyprian. Kindly hide my identity. I am a CITAM Valley Road member and this is what I feel about the issue in my church. My fellow members have given everything for the church, supporting it financially, spiritually and even emotionally. The issue is that some of the managers in our business units, such as the catering units and even at the higher managerial level, need change. I support the previous post. Some are just hiding in the church for their own benefit, employing their own family members. Some pretend to be partakers of the Kingdom just to fill their stomachs with our offerings. It's true that without connections at CITAM, you can't receive a permanent job. I have many friends who worked as casuals for years in the catering units only to end up disappointed. Allowing a manager or a supervisor to work in a single place for 7–10 years makes them feel as if they own the hotel and gives them the authority to decide who gets employed and who does not, forgetting that they themselves are paid with our own salaries. Let it be known that we need changes, especially in our business units. I feel for some casual friends I met four years ago, some last year in different units across CITAM, and now they have been fired and their jobs replaced by lazy people who acquired those positions only because they had connections. As a devoted Christian, I highly condemn this in my church business units. They know what I am talking about. Some managers are liars, lying to the HR department only because they don't like others and because they have family members they want to take those positions. I would wish you to post this for the HR to see and summon all the casuals she fired three years ago, last year and this year, and I am sure the HQ will know they have no representatives on the ground. I have interacted with some of the staff at CITAM Kadolta Resort when they come to CITAM Valley Road for their outside catering, and those guys do suffer. No rest, no appreciation, and if they question anything, their jobs are at risk. Their casuals are treated so unfairly and, again, without connections they can't get employed. A certain young lady confirmed that if the manager doesn't have a hand in your presence at the resort, you'll have the worst working environment, and she has cost many young souls opportunities. Last weekend Kadolta was in Valley Road and still the cycle is the same. No casual gets employed under her mercy. Kindly let it be known, at least for the deacon board to do something."