Right incentives the antidote to Sarawak's brain drain
ON a recent visit to Kuala Lumpur, the staff member at the hotel reception introduced herself as hailing from Miri upon discovering I am from Kuching.
During a visit to Kuala Lumpur, a hotel receptionist revealed she was originally from Sarawak's Miri, and expressed a preference to work on the peninsula rather than return home. This sentiment is shared by many Sarawakians who find themselves working and residing outside the state, despite being urged by local leaders to come back and contribute to the region's development.
The primary reason being that Sarawakians are often more financially motivated to stay in the peninsula, Singapore, or other locations, as they find better-paying jobs away from Sarawak. While it is true that living costs in Sarawak may be lower, this does not seem to sway expatriate Sarawakians to reconsider their choices. The state faces two significant challenges: securing a steady workforce for employers and addressing the casual attitude towards formal work among locals.
Employers often deal with absenteeism, particularly after festive breaks, which is why they sometimes prefer the reliability of foreign workers. Premier Tan Sri Abang Johari Openg often looks to foreign models, such as the Norwegian employment system, to inspire Sarawakians. The Norwegian system provides workers with higher wages, better benefits, and generous vacation and leave policies.
Implementing a similar scheme in Sarawak could potentially lure back expatriate Sarawakians, turning a vicious cycle of brain drain into a virtuous cycle of talent retention.
Written by urgent.news from New Straits Times's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
