Between a rock and a hard place : fight brain drain or enjoy remittances : the case of Sub-Saharan Africa

2019 ◽  
Vol 9 (1) ◽  
pp. 293-313
Author(s):  
Victor H. Mlambo ◽  
Harris D. Madukhu ◽  
Mandla A. Mubecua
Keyword(s):  
Brain Drain ◽  
Sub Saharan Africa ◽  
Sub Saharan ◽  
Hard Place

scholarly journals Remittances and the Brain Drain: Evidence from Microdata for Sub-Saharan Africa

2018 ◽  
Vol 55 (7) ◽  
pp. 1455-1476 ◽  
Author(s):  
Julia Bredtmann ◽  
Fernanda Martínez Flores ◽  
Sebastian Otten
Keyword(s):  
Brain Drain ◽  
Sub Saharan Africa ◽  
Sub Saharan ◽  
The Brain

scholarly journals Does going abroad benefit my country? Views of highly skilled personnel from Sub Saharan Africa on brain drain-brain circulation

2018 ◽  
Vol 2 (1) ◽  
pp. 1-19
Author(s):  
Patrick Kavenuke ◽  
Mjege Kinyota
Keyword(s):  
Brain Drain ◽  
Working Environment ◽  
Sub Saharan Africa ◽  
Second Phase ◽  
Significant Shift ◽  
Brain Circulation ◽  
African Countries ◽  
Highly Skilled ◽  
Skilled Personnel ◽  
Sub Saharan

The debate on brain drain-brain circulation has been a long-lasting phenomenon of interest among educators in the field of education, in particular, international and comparative education. This long-lasting debate triggered us to rethink about the effects which the concept has on the source country as well as the destination country. The study explored the perceptions of Highly Skilled Personnel (HSPs) residing in Sub-Saharan Africa on HSPs mobility. Respondents for this study comprised of 43 Sub-Saharan African scholars. Data were collected into two phases. First, all the 43 respondents actively participated in a four-day Online Focused Group Discussion (OFGD) moderated by the researchers. The second phase involved online interviews with 12 members who also participated in the first phase. Findings indicated that the majority of respondents favoured brain circulation. This implies a significant shift from brain drain to brain circulation. The socio-economic and political contexts of countries where respondents came from influenced their responses. We suggest that in the current globalized world, instead of restricting HSPs mobility, Sub-Saharan African countries need to create attractive working environment as a means to retain the best talents and motivate those who left to come back. Furthermore, Sub-Saharan African countries must work with diaspora to improve knowledge and business networks that will enable these countries to improve their economies thereby compensating the cost incurred in educating mobile talents. Finally, brain drain-brain circulation agenda should not be viewed in isolation rather as multidimensional in nature due to its overarching countless influencing factors.

scholarly journals Filling the Gaps in the Pharmacy Workforce in Post-Conflict Areas: Experience from Four Countries in Sub-Saharan Africa

2021 ◽  
Vol 18 (15) ◽  
pp. 8132
Author(s):  
Anabelle Wong ◽  
Kevin K. C. Hung ◽  
Mzwandile Mabhala ◽  
Justin W. Tenney ◽  
Colin A. Graham
Keyword(s):  
Brain Drain ◽  
Health Workforce ◽  
South Sudan ◽  
Sub Saharan Africa ◽  
Health Coverage ◽  
Health Workforce Retention ◽  
Post Conflict ◽  
Pharmacy Workforce ◽  
Workforce Retention ◽  
Sub Saharan

Background: While the pharmacy workforce is the third largest professional healthcare group worldwide, the pharmacy workforce landscape remains unclear in post-conflict areas in sub-Saharan Africa. Method: Key informants were selected for semi-structured interviews due to their role in providing pharmacy services in the selected country: the Central African Republic (CAR), the Democratic Republic of Congo (DRC), Ethiopia, and South Sudan. Transcripts from the interviews were anonymized, coded, and analyzed. Results: Nine participants were recruited (CAR: 2; DRC: 2; Ethiopia: 2; South Sudan: 3), and all except two were pharmacists. Conflict-specific challenges in pharmacy service delivery were identified as the following: unpredictable health needs and/or mismatched pharmaceutical supply, transport difficulties due to insecure roads, and shortage of pharmacy workforce due to brain drain or interrupted schooling. Barriers to health workforce retention and growth were identified to be brain drain as a result of suboptimal living and working conditions or remuneration, the perception of an unsafe work environment, and a career pathway or commitment duration that does not fit the diaspora or expatriate staff. Conclusion: To tackle the barriers of pharmacy health workforce retention and growth, policy solutions will be required and efforts that can bring about long-term improvement should be prioritized. This is essential to achieve universal health coverage and the targets of the sustainable development goals for conflict affected areas, as well as to “leave no one behind”.

scholarly journals Remittances and the Brain Drain: Evidence from Microdata for Sub-Saharan Africa

2016 ◽  
Author(s):  
Julia Bredtmann ◽  
Fernanda Martínez Flores ◽  
Sebastian Otten
Keyword(s):  
Brain Drain ◽  
Sub Saharan Africa ◽  
Sub Saharan ◽  
The Brain
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