In recent history, Kenya’s young population has emigrated – and continues to relocate – to other countries in search of ‘greener pastures’. A comprehensive study by the International Organisation for Migration (IOM) and the United Nations Economic Commission for Africa (ECA) noted that Africa lost 60,000 professionals between 1985 and 1990 (see Aredo and Zelalem, 1998). In addition, this study found that Africa had already lost one-third of its human capital and was continuing to lose its skilled personnel at an increasing rate. 

Brain drain, a concept triggered by the massive migration of British scholars to the United States in the 1960s, is said to occur when a country becomes short of skills as people with such expertise emigrate. Alternatively, it can be described as the loss by countries of essential and needed professionals via emigration to other countries. Skilled workers included in this class are scientists, doctors, engineers, lawyers, academics, nurses, managers, and other industry professionals. 

For the new generation, the idea that a professional African should endure scarcity in the name of national interest is increasingly becoming unacceptable. The emerging workforce is not willing to sacrifice their future, especially in the face of rising living costs and limited resources. The brain drain is not just a current issue, but a threat to Africa’s future. 

The factors contributing to brain drain are complex and often seem insurmountable. However, by working together, governments, corporates, industry stakeholders, and regulators can create more opportunities and improve working conditions. This collaborative effort is crucial in creating a more empowering and enabling work environment. 

It is certain that skilled individuals will seek opportunities and contribute where they can. The allure of higher pay rates, better working conditions, and the appeal of working in well-developed health systems in high-income countries are strong incentives for migration. However, to stem this tide, African countries most affected by the departure of professionals should focus on expanding the supply of these professionals through strategic investments and policy changes. 

There are arguments that countries also benefit from their citizens’ emigration due to the remittances that are ploughed back into the country’s economy. However, the concern that arises is the practice’s sustainability. Also, if countries created more opportunities, wouldn’t they stand to gain and earn more?

The Kenyan government can adopt several policies to stem the outflow of skilled labour while encouraging professionals to return and contribute to the local economy. The backbone of a nation’s economy lies in its education and industry output.  Relevant industry stakeholders can work with the government to ensure that they also have a say in education policies. This ensures that the skills taught are industry-specific and the workforce is trained to deal with the specific challenges and needs of their respective professions. 

Fostering a conducive environment for innovation and research is essential to stimulating growth. This is where beneficial partnerships pool resources. The government can also create incentives for research and development (R&D), such as tax reliefs for innovation-driven enterprises and funding grants for research. 

Given the capital-intensive nature of large-scale infrastructure and industrial projects, the government should lean more towards strengthening Public Private Partnerships (PPPs). Public-private partnerships involve collaboration between the government and private-sector companies that can be used to finance, build, and operate projects. Financing a project through a public-private partnership can allow a project to be feasible and completed sooner. This will go a long way in creating investment and employment opportunities for citizens. 

Engaging in Corporate Social Responsibility (CSR) projects that focus on community development can help retain talent by instilling a sense of purpose and belonging. Companies can support local development projects that have a meaningful impact on communities.

They can also engage employees in volunteering and social impact initiatives that help build loyalty to the company and the country. Reinvesting in the community is a very sustainable way to ensure business continuity and the betterment of living and working conditions.

The brain drain challenge in Kenya can be tackled with a coordinated effort between the government and private sector. By addressing the root causes of the problem, such as non-competitive salaries, limited career advancement, and poor working conditions, Kenya can create an environment that not only retains its talent but also attracts other professionals and investors. Through innovation, policy reforms, and joint initiatives, the country can reverse the tide of brain drain, unlock its full potential and charter a new path towards creating an economic powerhouse. Everyone has a role to play in this especially in igniting these conversations and holding the relevant stakeholders accountable.