Greener pastures: Among reasons why Malaysians opt to work in Singapore are enhanced job prospects, attractive salaries and advantageous exchange rates for the Singapore dollar. — THOMAS YONG/The Star
PETALING JAYA: Malaysia needs to transform the “brain drain” narrative into a positive concept to address the loss of skilled talents, says chief statistician Datuk Seri Dr Mohd Uzir Mahidin.
The shift in perspective is necessary so that Malaysians who are seeking employment abroad will return or contribute to the country’s economy.
While Malaysians with tertiary qualifications are globally recognised and sought after, he said Malaysia has experienced a loss of skilled talents, leading to financial ramifications.
He said on average, about 83% of Malaysians employed in Singapore and Brunei are categorised as skilled and semi-skilled.In a statement last week, he cited findings that showed that about 39% of the Malaysian diaspora in Singapore hold skilled jobs while the figure is 68% in Brunei.
Among the Malaysian skilled workers in the island republic, about 38% of them earn an average of S$2,200 (RM7,826) and S$3,599 (RM12,802) monthly.
The highest pay was S$18,000 (RM64,032).In Brunei, about 36.6% of Malaysian skilled workers there earned between B$3,001 (RM10,672) and B$6,000 (RM21,337). The highest salary was B$15,000 (RM53,343).
Mohd Uzir said that “brain circulation” would mean that the Malaysian diaspora would eventually return home after a predetermined period, in which they can contribute their acquired expertise.
“It is essential to view this concept more comprehensively and systematically to leverage the ‘brain circulation’ concept as a strategy to entice the Malaysian diaspora to return or contribute to Malaysia’s economy,” he said in a statement.
The Statistics Department, in collaboration with the Social Security Organisation, recently conducted two studies about the Malaysian diaspora: Malaysian Diaspora in Brunei Darussalam in 2023 and The Social Security Protection of Malaysians Working Abroad: Singapore in 2022.
While the majority of them plan to continue working in those countries, the study also showed that Malaysians employed in Brunei showed a higher inclination to migrate compared to their counterparts who are working in Singapore.
It said key reasons why Malaysians opt to work in Singapore and Brunei include enhanced job prospects, favourable working conditions, attractive salaries and advantageous exchange rates for the Singapore dollar and Brunei dollar.
To see a change, Mohd Uzir said the government must adopt a holistic approach to diaspora management, extending beyond the confines of government ministries and agencies.
“The primary objective of diaspora management should not solely revolve around repatriation. It should also encompass how to harness their expertise for the benefit of the country while ensuring the wellbeing of the diaspora upon their return to Malaysia.”
He said the ability to reshape the Malaysian labour market would not only bolster the economy but also, in the long term, exert an indirect influence on factors such as the ringgit currency rate, wage levels, and advancements in automation and industrial mechanisation.
Executive search and leadership development firm CnetG Asia managing partner Raj Kumar Paramanathan said that Malaysian companies, including multinational corporations, should be encouraged to consider Malaysian professionals living abroad for job openings.
By promoting this initiative through organisations like the Malaysian Investment Development Authority and streamlining processes for returning professionals, he said the rate of skilled workers coming back to Malaysia could increase.
He advocated for a “brain building” strategy that integrates foreign graduates and talent into the Malaysian workforce.
“Creating a corporate culture that promotes collaboration between young Malaysian professionals and their international counterparts enhances organisational dynamics and work ethics.
“Embracing workforce diversity not only enriches corporate environments but also positions Malaysia as an appealing destination for global talent,” he said.
He said many Malaysian professionals abroad have concerns about limited opportunities for career growth or skill development back home compared to their current roles overseas.
“This concern about potential career stagnation or regression upon returning may have deterred them from participating in repatriation programmes.”
