NCC Calls for Flexible Policies to Retain Telecom Talent

Na’ankwat Dariem

The Nigerian Communications Commission (NCC) has urged telecom operators in Nigeria to adopt flexible work policies, offer better remuneration, and foster a culture of innovation to create an environment that attracts and retains talent.

This call comes amidst the mass exit of talent from Nigeria to other countries.

Voice of Nigeria reports that the “Japa” syndrome, referring to the migration of Nigerians, has become a major challenge not just for the telecom industry but for all sectors that rely on tech talent.

Speaking at the Fifth Edition of the Telecom Sector Sustainability Forum (TSSF 5.0), organized by Business Remarks and themed “Mitigating the Effects of Talent Exodus and its Impact on the Growth of Nigeria’s Telecommunications Industry,” the Executive Vice Chairman of the Commission, Dr. Aminu Maida, emphasized that talent is the lifeblood of innovation and development, and the loss of skilled professionals poses a significant setback for the industry.

Represented by the NCC Lagos Zonal Controller, Mr. Tunji Jimoh, Maida explained that the global demand for tech talent has driven many of Nigeria’s brightest minds to pursue lucrative opportunities abroad, leaving gaps in the local industry and creating a skills deficit that potentially threatens the sustainability of the telecom sector.

Citing a report from the Association of Telecoms Companies of Nigeria (ATCON), Maida noted that over 500 software engineers and more than 2,000 trained telecom professionals left the country in 2022 alone. He warned that if this trend continues unchecked, it could jeopardize the growth and sustainability of the industry.

Speaking on measures to mitigate brain drain and address talent exodus in the telecom sector, Maida highlighted those professionals, particularly in the tech sector, seek environments where they feel valued, engaged, and have the freedom to explore new ideas.

“Offering remote work options, continuous learning opportunities, and collaborative spaces where creativity is encouraged will make the local telecom sector more appealing to professionals who might otherwise seek opportunities abroad,” he stated.

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Dr. Maida emphasized the need for telecom companies to continue investing in regular upskilling and reskilling initiatives for their existing workforce.

“By providing employees with opportunities for professional development, companies not only enhance their workforce’s competencies but also offer incentives for talent to stay, knowing they have a pathway to career advancement within their current organization,” he said.

Furthermore, Maida urged the telecom sector and companies to actively engage and partner with universities, technical schools, and training institutes to create tailored programs designed to equip graduates with industry-relevant skills.

According to him, this strategy will not only help fill the talent gap but also foster a pipeline of young, ambitious professionals eager to build their careers within Nigeria.

Regarding the Commission’s efforts, the NCC Chairman said the Commission has been instrumental in mitigating talent migration through its initiatives to promote Indigenous content, improve infrastructure, and create an enabling environment for digital growth.

The NCC’s collaboration with stakeholders, MDAs, state governments, and international agencies has been crucial in achieving these goals. According to him, the NCC is actively participating in the 3 Million Technical Talent (3MTT) Program, launched by the Ministry of Communications, Innovation, and Digital Economy, which aims to train 3 million Nigerians in digital and technical skills by 2027.

Additionally, he mentioned that the NCC’s partnership with Nokia to provide a 4G/5G test lab will equip young Nigerians with the skills required for the industry.

On her part, the Convener of TSSF 5.0 and Managing Editor of Business Remarks, Mrs. Bukola Olanrewaju, stated that human capital flight—the exodus of skilled professionals from their home countries—has become a global phenomenon with far-reaching implications.

According to her, human capital flight is not merely a statistic; for the telecom industry, it poses significant challenges such as a tangible loss of talent, brain drain, diminished innovation, and the depletion of intellectual capital.