Talent flowscapes and circular mobility in a Belt and Road (BRI) perspective - Global talent flows revisited

Shahamak Rezaei,Mikkel Rønnow Mouritzen

doi:10.1016/j.ajss.2021.09.005

Abstract

This article brings the role of talent migration to the discussion of China's Belt and Road Initiative (BRI) mainly focusing on academic talents. We explore the foundation for BRI's talent development as a long-term and gradual process building on policies dating back to China's opening in 1978. China's opening saw an increased number of individuals who could improve their skills, knowledge, and network from China globally or inside China from elsewhere on the globe. These global experiences have resulted in the Chinese government, companies, and institutions' necessity to compete for talent or human resources on a global “market”. We interpret the call for establishing people-to-people connections within the BRI as an intensification of China's existing talent strategy. However, at a micro-level, we continue to find that international talents and returned migrants perceive themselves as outsiders which hinders China's talent attraction policies and results in a circular movement of academic talents to and from China

Highlights

Talent flowscapes and circular mobility in a Belt and Road (BRI) perspective - Global talent flows revisited
While the Belt and Road Initiative (BRI) is still beginning to take shape, international talent competition has long established itself as an essential part of the global labour market and as a result talent mobility has become critical to our understanding of globalisation (Shachar, 2006; Solimano, 2008, 2010; Shachar and Hirschl, 2015; Kerr et al, 2016; Kerr, 2018; Liu, 2019)
As we explore the political call for academic talent mobility in relation to BRI, we continue with Solimanos definition of academic talent and its migration patterns

Summary

Introduction

Talent flowscapes and circular mobility in a Belt and Road (BRI) perspective - Global talent flows revisited. China’s opening saw an increased number of individuals who could improve their skills, knowledge, and network from China globally or inside China from elsewhere on the globe These global experiences have resulted in the Chinese government, companies, and institutions’ necessity to compete for talent or human resources on a global “market”. While the BRI is still beginning to take shape, international talent competition has long established itself as an essential part of the global labour market and as a result talent mobility has become critical to our understanding of globalisation (Shachar, 2006; Solimano, 2008, 2010; Shachar and Hirschl, 2015; Kerr et al, 2016; Kerr, 2018; Liu, 2019).

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