The Commission’s Executive Vice Chairman, Dr Aminu Maida, who made the call as a keynote speaker in Lagos, also urged telcos to implement flexible work policies, better compensation structures and foster a culture of innovation to create an enabling environment to attract and retain top talent.
Maida, who spoke at the 5th Telecommunications Sector Sustainability Forum (TSSF 5.0), organised by Business Remarks and themed: “Mitigating the Impact of Talent Exodus and Its Impact on the Growth of the Telecommunications Industry in Nigeria”, and represented the NCC Lagos Zonal Administrator, Mr Tunji Jimoh, said talent is the lifeblood of innovation and development and the loss of skilled professionals is a major setback for the industry.
According to him, the global demand for technology talent has led many of Nigeria’s best talents to migrate in search of lucrative opportunities abroad, creating a vacuum in the skills gap in the industry that could threaten the sustainability of the telecommunications sector.
Maida cited a report by the Association of Telecommunications Companies of Nigeria (ATCON) that noted that over 500 software engineers and over 2,000 trained telecommunications professionals left the country in 2022 alone, a trend that, if unchecked, could jeopardize the growth and sustainability of the industry.
On measures to mitigate and address talent drain in the telecom industry, EVC said professionals, especially in the technology industry, want an environment where they are valued, work hard and are free to explore new ideas. Offering remote work options, continuous learning opportunities and collaborative spaces where creativity is encouraged will make the local telecom industry more attractive to professionals who might seek opportunities abroad.
He emphasised the need for telcos to continuously invest in regular upskilling and reskilling efforts for their existing workforce.
By offering professional development opportunities to employees, companies can not only improve their employees’ capabilities, but also let employees know that there are paths for career advancement within their current organization, motivating them to stay, he said.
Maida further stressed the need to ensure a steady supply of skilled professionals. He directed the telecommunications industry and companies to actively collaborate with universities, colleges and training institutes to create customized programs to equip graduates with industry-relevant skills.
He said the strategy will not only help address the talent shortage, but also foster a pipeline of young, ambitious professionals eager to build their careers in Nigeria.Internships, apprenticeships and industry-sponsored research projects can be practical ways for telcos to integrate students and graduates into the workforce and equip them with the competencies needed to succeed in the sector.
The EVC boss tasked the telco to implement an industry-wide mentorship programme, where seasoned professionals can mentor younger talent, which Maida noted was an effective way to boost skills and knowledge transfer.
Additionally, telcos can also collaborate on initiatives such as technology hubs, startup incubators and innovation challenges to not only nurture local talent but also provide a platform for professionals to showcase their skills and stay motivated within the industry.
Let us embrace cutting edge technologies such as 5G, AI and IoT and create an inspiring and innovative environment for our professionals. Let us create an environment where Nigerian professionals can pioneer new technologies rather than looking for opportunities elsewhere by investing in research and development in the telecommunications sector and supporting entrepreneurship. The telecommunications sector thrives on innovation and one of the ways to retain talent is to foster a positive, technology-driven environment, he stressed.
The NCC boss said as part of the committee, the committee has contributed significantly to mitigating talent drain through initiatives such as promoting local content, improving infrastructure and creating an enabling environment for digital growth.The NCC’s collaboration with stakeholders, MDAs, state governments and international organisations has been crucial in achieving these objectives.
According to him, the Three Million Technology Talent (3MTT) programme launched by the Ministry of Communications, Innovation and Digital Economy aims to train three million Nigerians in digital and technical skills by 2027. NCC is actively participating in the programme by supporting participants with training equipment.
Additionally, the NCC has partnered with Nokia to provide a 4G/5G testing laboratory to equip Nigerian youths with the requisite skills for the industry.The NCC is also committed to promoting the development and adoption of domestic content through the Nigerian Office of National Content Development for the Communications Sector (NODITS), he said.
EVC emphasized that by pooling resources, the telecom industry can nurture talent at all stages, from beginners to experienced professionals, and build an ecosystem that is aligned with global standards.
Coordinator of TSSF 5.0 and Editor-in-Chief of Business Remarks, Bukola Olanrewaju, in his welcome address, said the ‘brain drain’ – the migration of skilled professionals from their home countries – has become a global phenomenon with far-reaching implications.
According to her, talent migration is not just a statistic, but poses serious challenges to the telecommunications industry, including a visible loss of talent, brain drain, and reduced innovation and intellectual capital. Talent migration corrodes the very fabric of the industry, leaving gaps that are difficult to fill. The consequences are far-reaching, from reduced competitiveness to reduced research and development capabilities.
Citing a PwC analysis which predicted that the talent exodus trend could cost the Nigerian economy $4.7 billion in lost productivity and tax revenue by 2027, Olanrewaju noted that among the challenges lies an opportunity for transformation.
“By addressing the underlying drivers of this massive talent decline and fostering an environment that is conducive to developing and retaining talent, we can mitigate its impacts and create a more sustainable, attractive, resilient and thriving industry.”
These facts underscore the need to invest in talent development and retention, foster a supportive work environment and provide competitive compensation and benefits,” Olanrewaju said.
