Stakeholders that converged for the ‘Telecoms Sector Sustainability Forum 5.0’ which held in Lagos on Thursday, have called for a reverse outlook in the issue of brain drain in the telecommunications sector, as a means of growing skilled professionals in the country.
According to some of the speakers at the event, which had its theme as ‘Mitigating the Effect of Talent Exodus and its impacts on The Growth of Nigeria’s Telecommunications Industry’, Nigerian employers and the government should focus more on how to utilize and harness the abundant talents and professional skills workers, rather than focus on those that are migrating out of the country.
Managing Editor of Business Remarks, organizers of the event, Bukola Olanrewaju, in her opening speech, had acknowledged the severity of the challenge to retain skilled professionals in the telecommunications sector, even as a means of preserving Nigeria’s nascent furrow into innovative technologies.
In her words: “While we celebrate the achievements of the industry, we also grapple with the loss of the most valuable asset: the people, their talents, skills, and expertise amidst other numerous challenges.
Human capital flight, the exodus of skilled professionals from their home countries, has become a global phenomenon with far-reaching implications. Human capital flight is not merely a statistic; for the telecom industry, it poses significant challenges such as a tangible loss of talent, brain drain, diminished innovation, and intellectual capital.
It erodes the very fabric of the industry, leaving behind a void that is difficult to fill. The consequences are far-reaching, from weakened competitiveness to a diminished capacity for research and development.”
She referenced an analysis by PwC, which projects that the talent exodus trend may result in a potential loss of $4.7 billion in productivity and tax revenue for the Nigerian economy by 2027.
However, the Chief Executive Officer at Digital Realty, Engr. Ikechukwu Nnamani, said the issue of brain drain should not bother Nigerian, rather stakeholders should look at developing skills that are exportable. By doing so, the country will have abundant pile of skilled professionals to work within the country and for export.
According to him, the fear that trained professionals will eventually leave, which has made companies and institutions fail in their duty to train their staff in requisite skills, have left the country in a position where half-baked talents are in the country and self-made professionals seek better conditions outside the country. “We don’t need to be stingy with our workforce. Lets train more people and continue to fill the gap as the economy improves.”
National Coordinator, National Talent Export Programme (NATEP), Dr. Olufemi Adeluyi, who believes that talent exports stand at a mere 10% compared to those that remain, noted that Nigeria harbours abundant talents that need to be harnessed.
Citing the Indian example, Dr. Adeluyi, observed that the government encouraged their diaspora professionals to take interest in the skills development bat home, having been trained and exported as talents abroad.
Speakers at the event while acknowledging the challenge, however charted new fronts to the issue of brain drain. They acknowledged that the situation will not change as skilled professionals move vertically and horizontally for various different reasons.
Chief Executive Officer, Jidaw Systems, Mr. Jude Awe advocated for a Talent Management System to be put in place. He said this system will proffer strategies on how to motivate good people to stay, sampling their expectations as a two-way communication system.
Mrs. Olarenwaju had also in her speech proffered a shift: “Amidst the challenges, there lies an opportunity for transformation. By addressing the underlying factors that drive the huge depletion in its talent workforce -the severe brain drain, and by fostering a conducive environment for talent development and retention, we can mitigate the effects of this to create a more sustainable, attractive, and prosperous industry. These facts stress the need to invest in talent development and retention, foster a supportive work environment, and offer competitive compensation and benefits.”
The speakers also agreed that, while employers should not be afraid of losing skilled workers, they should put in place good job security measures that will retain their staff, and transform them into good ambassadors if they leave.
