The Nigerian Communications Commission (NCC) has tasked telecommunication companies to jointly work with industry stakeholders, including researchers as part of the collective initiatives targeted at bridging the skills gap and curb brain drain in the Nigerian telecom sector.
The Executive Vice Chairman of the commission, Dr. Aminu Maida, who made gave this charge to the telcos as the keynote speaker at the Fifth Edition of the Telecom Sector Sustainability Forum (TSSF 5.0) organised by Business Remarks, an industry-focused online medium, in Lagos, also urged the mobile network operators (MNOs) to adopt flexible work policies, better remunerations and foster a culture of innovation to create an environment to attract and retains talents in the sector.
Speaking on the theme ‘Mitigating the Effects of Talent Exodus and its Impact on the Growth of Nigeria’s Telecommunications Industry’, the EVC, who was represented by the NCC Lagos Zonal Controller, Mr Tunji Jimoh, described talent as the lifeblood of innovation and development and the loss of skilled professionals as undesirable for the nation’s telecom industry.
The industry expert noted that the global demand for tech talent had led Nigeria’s experts to pursue lucrative opportunities in foreign climes, thereby leaving vacuum in the industry skills gap with potential to threaten the sustainability of the telecoms sector.
Quoting the report from the Association of Telecoms Companies of Nigeria (ATCON) to justify his stance, the EVC noted that over 500 software engineers and more than 2,000 trained telecom professionals relocated from the country in 2022 alone to foreign countries
According to him, the ugly trend, if left unchecked, could jeopardize the growth and sustainability of the growth trajectory in the nation’s telecom industry.
Noting that professionals, especially in the tech sector, often seek environments where they feel valued, engaged, and given the freedom to explore new ideas, Maida harped on the need for telecom companies to continue to invest in capacity building initiatives for their existing workforce to curb the drain of experts in the industry.
He explained: “By offering employees opportunities for professional development, companies not only enhance their workforce’s competencies but also provide incentives for talent to stay, knowing they have a pathway to career advancement within their current organization.”
Similarly, he charged the telcos to actively engage and partner with universities, technical schools, and training institutes to create tailored programs designed to equip graduates with industry-relevant skills.
According to him, this strategy will not only help fill the talent gap but also foster a pipeline of young, ambitious professionals eager to build their careers within Nigeria as internships, apprenticeships, and industry-sponsored research projects can be a practical way for telecom operators to integrate students and recent graduates into the workforce, ensuring they have the competencies required to thrive in the sector.
He further stressed: “Additionally, telecom companies can collaborate on initiatives like tech hubs, start-up incubators, and innovation challenges to not only cultivate local talent but also to provide platforms for professionals to showcase their skills and stay motivated within the industry.
“Adopt cutting-edge technologies like 5G, AI, and IoT to create an exciting and innovative environment for professionals. Invest in R&D and support entrepreneurship in the telecommunications space to create an environment where Nigerian professionals can pioneer new technologies, rather than having to seek these opportunities elsewhere.
“This is, because, the telecoms sector thrives on innovation, and one way to retain talent is by fostering a forward-thinking, technology-driven environment”, Maida added.
The EVC explained that the commission had been instrumental in mitigating talent migration through its initiatives, in collaboration with stakeholders, MDAs, state governments, and international agencies to promote indigenous content, improve infrastructure, and create an enabling environment for digital growth.
On the 3 Million Technical Talent (3MTT) Programme which was launched by the Ministry of Communications, Innovation, and Digital Economy and aimed at training 3 million Nigerians in digital and technical skills by 2027, the industry regulator said the commission had actively been participating in the programme by supporting participants with training devices.
This is even as he maintained that the NCC’s partnership with Nokia to provide a 4G/5G test lab would equip young Nigerians with the skills required for the industry, adding that the NCC is also committed to promoting the development and adoption of indigenous content through the Nigeria Office for Developing Indigenous Content for Telecoms Sector (NODITS).
The EVC pointed out that by pooling resources together, the telecom sector can create an ecosystem that nurtures talent at all stages, from entry-level to experienced professionals in line with global best standards.
Earlier in her welcome address, TSSF 5.0 Convener, who is also the Managing Editor of Business Remarks, Bukola Olanrewaju, noted that human capital flight and the exodus of skilled professionals from their home countries had become a global phenomenon with far-reaching implications.
According to her, human capital flight is not merely statistics for the telecom industry, but poses significant challenges such as a tangible loss of talent, brain drain, diminished innovation, and intellectual capital.
Citing data from PwC report, which indicated that the talent exodus trend was projected to result in a potential loss of $4.7 billion in productivity and tax revenue for the Nigerian economy by 2027, Olanrewaju pointed out that amidst the challenges, there still remained an opportunity for Nigeria’s digital transformation by tackling the underlying factors.
The Convener said: “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, resilience 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”, Olanrewaju added.
