Turning Brain Drain into Brain Gain: Personal Reflections on Using the Diaspora Option

Abstract

Brain drain is a global phenomenon and has always been so. It is a problem confronting and threatening development in Africa and other developing world regions. A study by Carrington and Detragiache concluded that there is an overall tendency for migration rates to be higher for highly educated individuals. Brain drain can therefore be seen as one of the more detrimental implications of organizational decline and crisis. Skilled migration, taking the form of brain drain and movements of professionals and job transfers, has become an important component of contemporary migration.3 Typically, in a historical context highly skilled migration involved the forced movement of professionals as a result of political conflicts, followed by the emergence of the “brain drain” in the 1960s. In the current situation highly skilled migration represents an increasingly large component of global migration streams.Common wisdom suggests that the migration of people with a high level of human capital is detrimental for the country of emigration. In other words, the loss of skilled human resources will ultimately have a grave effect on the economy and jeopardize development programs of the country experiencing brain drain, as the brain drain is a negative externality on the population left in the source country. However, as Mountford has shown, when educational decisions are endogenous and if successful emigration is not a certainty, a brain drain may increase the productivity of a developing country. There is also sufficient evidence to show that the migration of talent from the South to the North does not always mean that developing countries lose out.