an speech on brain drain

1 Minute Speech on Brain Drain in English

Respected Principal, teachers and my dear friends, a wonderful morning to all of you. Today on this special occasion, I would like to speak some words on the topic- Brain Drain.

We have often seen the scenario where talented individuals from our country move abroad to pursue their careers. This immigration of skilled people to foreign countries is known as brain drain. It depletes the human resources of the home country, essentially draining its brains since these talented citizens leave.

Some of the causes of brain drain are fewer resources and a higher rate of unemployment in the home country, which leads to people looking for options abroad. However, this has dire consequences for the home country since it is takes away individuals of skill and talent who could have led the country to a brighter future.

To conclude, we should raise awareness about the rising problem of brain drain in our country, and take steps to prevent it. Thank you for listening to me so attentively.

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Brain Drain Essay

100 Words Essay On Brain Drain

The term ‘Brain Drain’ is often used to refer to the emigration of highly educated or skilled individuals from one country to another. The loss of these individuals can have negative effects on the native country, including a shortage of qualified workers and deterioration of the quality of education and research. Brain drain can also lead to a brain gain for the receiving country, as it gains access to a larger pool of skilled workers. The most common reason for brain drain is the quest for better opportunities. Workers may leave their home countries in search of higher wages, better working conditions, or more prestigious positions.

200 Words Essay On Brain Drain

500 words essay on brain drain.

Brain drain is a problem that has been plaguing developing countries for years. It occurs when skilled and educated workers leave their home countries to seek better opportunities elsewhere. This often happens because these workers are not able to find good jobs at home, or because they are lured by higher salaries and better working conditions abroad. The problem of brain drain has been rapidly increasing in India, where many skilled workers have left to work in developed countries. This has had a devastating effect on the continent, as it has deprived India of the human resources it needs to develop its economy.

The loss of skilled workers can have serious consequences for a country's economy. When brain drain occurs, it can lead to shortages of qualified workers and a lack of innovation and creativity. This can ultimately hinder a country's ability to compete on the global stage. There are a number of ways to solve the problem of brain drain. One way is to provide better opportunities and jobs for skilled workers in India. Another way is to encourage the Indian diaspora to return home and share their skills and expertise with the people of their home countries and take part in the country’s holistic development.

There are many factors responsible for brain drain, but some of the most common include a lack of opportunities, poor working conditions, and low pay. When talented people are forced to leave their home countries in search of better opportunities elsewhere, it can have a detrimental effect on the country they leave behind. Not only does it deprive the country of their skills and knowledge, but it can also create a brain drain effect, where the best and brightest leave in search of greener pastures, leaving behind a less-qualified workforce.

Factors Responsible For Brain Drain

There are many factors causing brain drain. One of the most common is a lack of opportunity in the home country. When people feel they can not find good jobs or advance their careers in their own countries, they often look elsewhere.

Other factors include political instability, violence, and poverty. In some cases, people may leave their countries because they do not feel safe living there. Additionally, many people who are highly educated and skilled may choose to leave because they can earn more money elsewhere.

Brain drain can also occur when there is a mismatch between the skills required for available jobs and the skills of the workforce. This often happens in developing countries where jobs are growing faster than the education system can keep up with. As a result, many qualified workers leave to find better opportunities elsewhere.

Brain drain can also be caused by political or economic instability in a worker's home country. If a country is undergoing civil unrest or economic turmoil, its citizens may choose to leave in search of stability elsewhere.

Some workers may also leave their home countries in order to escape discrimination or persecution based on factors such as race, religion, or sexual orientation.

Effects Of Brain Drain

When a country experiences brain drain, it is losing its best and brightest minds to other countries. This can have a number of negative effects on the country.

For one, brain drain can lead to a shortage of skilled workers in the country. This can make it difficult for businesses to find the talent they need to grow and prosper. Additionally, brain drain can make it difficult for the country to attract foreign investment.

Furthermore, brain drain can lead to a loss of social and cultural capital. When the best and brightest leave the country, they take with them their skills, knowledge, and experience. This can leave the country at a disadvantage compared to other nations.

Finally, brain drain can have political consequences. The departure of skilled workers can leave the country short-staffed in critical areas such as healthcare and education. Additionally, brain drain can lead to a loss of tax revenue for the government as skilled workers are often among the highest earners in society.

How To Combat Brain Drain | There are many ways to combat brain drain, but some of the most effective include investing in education and training, creating more opportunities for advancement, and providing better working conditions and compensation. By retaining its best and brightest citizens, a country can ensure that its workforce is qualified and able to meet the demands of the ever-changing global economy.

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Brain Drain Essay

Essay on Brain Drain

Brain Drain is defined as the emigration or migration of individuals of talents and skills from developing or under-developed countries to developed ones. It means impoverishment of intellectuals, professionals, and technical resources of one country and enriching another. It is also known as the mass departure of skillful resources from a country. It brings a potential economic decline to the nation. Brain Drain subjects to a vital threat before a country. This migration results in a great loss to the countries where they are born and educated. Higher education is one of the important reasons for permanent emigration.

We, at Vedantu, have provided the students with an essay on brain drain with two perspectives in mind. The first one is the concept of making the students understand what is brain drain and next, to make them develop their essay writing skills which are useful in several ways including the need to write essays for improving their writing skills, for making good answers in the exams, to help the students prepare better result for themselves by going through this process.

The term ‘Brain Drain’ was first used by the United Kingdom in 1960 when the skilled workforce started emigrating from the developing or under-developed countries to the developed countries (first world countries). It refers to the situation when highly qualified and trained people leave his/her own country to permanently settle down in other developed countries. It is also known as human capital flight. With the beginning of globalization, ideas, opinions, skills in the form of labor started being exchanged between the nations.

This concept of Brain Drain is a matter of serious concern for any nation because it takes off individuals from their homeland to another foreign land. Often people go abroad to pursue higher education and settle there because of better work and attractive pay packages. Talented, skilled, and experienced professionals migrate to other countries for better career prospects. They get attracted by better standards of living and quality of life, higher salaries, access to advanced technology, and more stable political conditions in the developed countries which lead to migration from less developed countries.

The factors for the rise of Brain Drain are also called Push and Pull factors. The Push factors are the factors connected to the country of origin and Pull factors are the factors connected with the country of destination.

Push Factors:

The basic facility is not congenial for research and education in the institutions.

Under-employment for thousands of engineering graduates, scientific and technical manpower waiting for respective assignments.

Political instability.

Poor quality of living.

Limited access to health care facilities.

Less economic opportunity.

Pull Factors:

Better Economic prospects.

Better Research facilities.

Employment Opportunities.

Relative Political Stability.

Modern Education System and a better chance of advancement.

There are Three Types of Brain Drain

Geographical Brain Drain: This refers to the emigration of highly skilled professionals to other developing countries in search of better-paying jobs. It creates a negative impact on the economic development of the homeland.

Organizational Brain Drain: This refers to the departure of experienced and talented individuals from one organization to another. This exodus can be very harmful to organizations.

Industrial Brain Drain: This refers to the movement of skilled and trained workers from one industry to another for a better salary. This causes a shortage of experienced workers in the industry from where they depart.

Overall, Brain Drain is a widespread phenomenon these days. Many developing and under-developed countries are suffering from the loss of talents and skilled professionals like India, Africa, and Arab countries. The governments and private firms should take some strict measures to control this by aiming towards a better and friendlier atmosphere. They should provide better working conditions, improve infrastructure in educational institutions, create more employment opportunities, increase salaries and develop rural places. Making laws and strictly implementing them should check discrimination and bias at workplaces. Incentives should be given to youngsters from going abroad in search of work. These action plans can solve the problem of Brain Drain.

10 facts on Brain Drain Essay

The Brain Drain is the migration of talented geniuses from their homeland to other countries in search of a better life and jobs.

It occurs when people go out and settle abroad for their jobs or for making careers.

People often go abroad for their higher studies and after having finished their studies, they settle over there and do not return to their homeland which also causes brain drain.

It is of vital concern especially for developing countries like India, where it can have negative effects.

Countries like India keep losing citizens who have the potential and talent to change the economic conditions of the country.

However, Brain Drain is a call for hope for the countries to which the people migrate for their jobs or studies.

The countries which receive the migrating people from the other countries benefit a lot from them.

The problem of brain drain can be easily solved by providing better working conditions, good pay, and other facilities in the home country to the people.

Political disturbances are amongst one the other causes of brain drain.

Brain Drain also occurs in some countries as a result of poor living conditions for the people which pushes them to migrate to other countries.

Study the different points related to brain drain and compile a good essay on this topic. Learn more about this topic and seek assistance from Vedantu to get the best words on paper. Score well by brilliantly scribing this essay in exams and competitions.

FAQs on Brain Drain Essay

1. What is Brain Drain?

Brain Drain is the mass departure of talented and skilled individuals from a developing or under-developed country to a developing country. The Brain drain in simple words is defined as the migration of personnel in search of a better standard of living, quality of life, higher salaries, access to advanced technology, and more stable political conditions in the different places of the world. It is a condition which is fairly not good for the developing countries as they tend to suffer a major loss due to this.

2. What are Push Factors?

Push Factors are factors that are associated with the country of origin. The push factors are factors that motivate a person to migrate from their country or the region of living to another country in search of better jobs and living. The push factors are often used in a negative connotation, as they often consist of problems, distressing situations, and political or economic failures, depicting the poor conditions of the country. Also, this is a situation of loss for the country.

3. What is Organizational Brain Drain?

Organizational Brain Drain refers to the departure of experienced and talented individuals from one organization to another. This is similar to the original concept of brain drain. The concept involves the shift of employees from one organization to the other due to various reasons which include the movement due to organizational issues like poor working conditions, low pays, unhealthy work environment, etc. due to which the organization faces a challenge in many ways like the building of poor reputation within the industry and the like.

4. How to Prevent Brain Drain?

There are a lot of ways in which both the companies and countries can stop the problem of brain dragon some of which include the following:

To prevent the problem of Brain Drain, the governments of developing and under-developed countries should take stern measures of providing better working conditions to the employees in the form of infrastructure, health, travel, and other such measures.

The government must try to create more employment opportunities in the country itself so the people do not need to move by bringing in projects, developments, etc.

The government must try stopping discrimination with the people in all forms be it in terms of discrimination on the basis of age, gender, culture, religion, and others and any bias among employees.

The government must also work on the development of rural places to generate employment opportunities in the rural areas of the country.

5. Where can I get an Essay on Brain Drain?

The students can easily get essays on brain drain from the website of Vedantu for free of cost. The students will also have the access to many more new concepts which will help them in understanding better the different topics that persist. Vedantu also helps the students by providing them with other study material and resources like sample papers, previous year’s question papers, and other important resources that will help them in preparing for the exam and writing better answers.

Short Essay: Brain Drain

Brain drain, or the emigration of skilled and educated individuals from one country or region to another, typically for better pay or living conditions, is a multifaceted issue with significant implications for nations and their development. Writing a short essay on this topic requires a balanced exploration of its causes, effects, and possible mitigation strategies. Here’s a structured approach to help you draft a concise and informative essay on brain drain.

Table of Contents

Title and Introduction

Title: Choose a clear and direct title that encapsulates the essence of your essay, such as “Navigating the Challenges of Brain Drain: Impacts and Solutions.”

Exploring the Causes

Political and Social Factors: Examine how political instability, lack of freedom, or social tensions in a person’s home country contribute to brain drain. Issues such as discrimination, violence, or political persecution can force skilled individuals to seek environments where they feel safe and valued.

Effects of Brain Drain

Impact on the Host Country: While brain drain is often beneficial for the host country (gaining skilled labor), it can also lead to over-saturation in certain fields, potentially increasing local unemployment or underemployment in the skilled sectors.

Solutions and Mitigation Strategies

Bilateral Agreements and International Cooperation: Discuss how agreements between countries can facilitate more balanced exchanges of knowledge and skills, or how international laws and policies can be adapted to manage the flow of skilled workers more ethically.

Brain Drain Essay Example #1

Brain drain, the phenomenon of highly skilled professionals emigrating from developing nations to seek better prospects in developed countries, remains a significant challenge that exacerbates global inequality. This essay explores the underlying causes of brain drain, its impacts on both sending and receiving countries, and proposes viable strategies to mitigate its adverse effects.

Addressing brain drain effectively requires a strategic and multifaceted approach. Home countries should focus on improving economic conditions through better governance and fostering a vibrant business environment that encourages entrepreneurship and investment. For example, Estonia has successfully retained and attracted talent through initiatives like e-residency and startup grants. Additionally, improving political stability and providing competitive wages and benefits can help retain skilled workers.

Brain drain is a complex issue influenced by economic, political, and educational factors. While it presents significant challenges for developing countries, it also offers an opportunity to rethink global and local policies. By improving domestic conditions and engaging in international cooperation, countries can mitigate the negative impacts of brain drain and turn it into a phenomenon that benefits all, promoting a more balanced global development. Strategic solutions that address both the causes and effects of brain drain will ensure that the migration of talent becomes part of a larger cycle of global knowledge sharing and development.

Brain Drain Essay Example #2

The effects of brain drain are profoundly felt by the home countries. Economically, the departure of skilled workers leads to a loss of potential innovators, diminishing the intellectual capital necessary for development and competitiveness. Social impacts are also significant, particularly in the healthcare and education sectors, which suffer from a lack of qualified professionals. In contrast, host countries typically benefit from the influx of skilled labor, experiencing technological advances and economic growth. However, this can also lead to increased competition in the job market, potentially fueling local discontent and societal tensions.

Additionally, creating opportunities for expatriates to contribute to their home countries without requiring permanent returns can be effective. Programs that enable temporary teaching positions, remote consulting jobs, or investments in home-country enterprises allow expatriates to contribute to their country’s development from afar.

Brain drain is a complex issue, driven by economic, political, and educational factors. While it presents significant challenges for developing countries, it also provides an opportunity to rethink global and local policies. By improving domestic conditions and engaging in international cooperation, countries can mitigate the adverse effects of brain drain and transform it into a beneficial phenomenon that promotes balanced global development. Strategic solutions that address both the causes and effects of brain drain will ensure that the migration of talent becomes part of a larger cycle of global knowledge sharing and development.

Brain Drain Essay Example #3

Economic disparity is a prime motivator for brain drain. Skilled professionals in less developed countries often encounter limited job opportunities and lower compensation compared to developed countries. For example, a software engineer in Silicon Valley can earn substantially more than their counterpart in many parts of Asia or Africa. Moreover, political instability and restricted freedoms compel individuals to seek environments where safety and rights are more assured. Educational opportunities also draw young talent abroad, where many remain after completing their studies due to better job prospects.

International collaboration is vital for managing skilled migration in a way that benefits both origin and destination countries. Bilateral agreements can help by enabling temporary migration for education or work, with clear incentives for return, enriching the home country with new skills and experiences.

Final Writing Tips

About mr. greg.

Mr. Greg is an English teacher from Edinburgh, Scotland, currently based in Hong Kong. He has over 5 years teaching experience and recently completed his PGCE at the University of Essex Online. In 2013, he graduated from Edinburgh Napier University with a BEng(Hons) in Computing, with a focus on social media.

Essay on Brain Drain

Brain drain refers to the movement of highly skilled and educated people from one country to another, where they can work in better conditions and earn more money. People migrate due to the lack of opportunities in their home country. The brain drain reduces economic growth through the depletion of a source country’s human capital assets and, additionally, through loss of return on investment in education. It’s a serious problem that most developing countries like India are facing today. The essay on brain drain will help students to understand the reason behind brain drain and how this problem can be solved. Students can also check out the list of CBSE Essays to practise more essays on different topics and boost their essay writing skills.

500+ Words Essay on Brain Drain

The term “brain drain” refers to the international transfer of human capital resources, and it applies mainly to the migration of highly educated individuals from developing to developed countries. The term is generally used in a narrower sense. It relates more specifically to the migration of engineers, physicians, scientists, and other highly skilled professionals with university training, to developed countries. The brain drain is a serious constraint on the development of poor countries.

Reasons for Brain Drain in India

The major reason behind the brain drain is the lack of career opportunities, investment and lower salaries in home countries. The highly skilled people do not get proper exposure where they can showcase their skills. They don’t get the opportunity to grow higher. This happens because, in many private and government organisations, the managers sitting in higher positions give preference to their relatives and known people. Many times, the hiring team does not use the correct assessment process to recruit people. Moreover, the reservation and reserved quota in government jobs are the major reasons why youth lose interest in appearing in various competitive or government exams.

Brain drain also occurs when an employee loses interest in work. If he continues to do the same task for 5 to 6 years, he becomes saturated with work. He wants some new role and responsibility that excite him and challenges him to do the work. The change in work also sharpens their skills and significantly increases their income. The work culture and environment also play a major role in brain drain. If the work culture is not flexible and reliable, then people start thinking of leaving the organisation and moving to another. Many times office politics, blame games, overwork, no appreciation, and no rewards also compel a person to look for a better opportunity where his skills will be appreciated.

India has skilled and semi-skilled, employed and unemployed human resources. Low salaries and inefficient working conditions trigger the movement of people to countries with better living standards and facilities. There is a huge difference in terms of salary in developed, developing and underdeveloped countries. Most of the students who go abroad for higher studies do not return to India. After seeing the affluent life of foreign countries, they lose all interest in their own country. They get placed in good companies and start living a high-profile life.

How to Stop Brain Drain?

Talent in emerging economies is scarce, expensive, and hard to retain. But, for the balance of power and for the development of the world, it is very important to stop the phenomena of brain drain. This will help a particular country to use all local skilled citizens for development and proliferation. But to hold these skilled workers at their native places, it is also important to provide them with enough work opportunities and living facilities. For this purpose, developed nations should help developing countries with the necessary money and resources. So that each and every human on this planet can have a good standard of living and each and every nation can introduce itself as a developed nation.

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Brain Drain [Sample Essays and Vocabulary]

Posted by David S. Wills | Feb 27, 2023 | Model Essays | 2

For today’s English lesson, we are going to look at the topic of “brain drain.” This is a phenomenon that occurs when lots of talented people move from developing countries to developed ones. It is an interesting topic with many issues to debate, so it is possible that you could encounter it in the IELTS writing test.

What is “brain drain” and how could it appear in IELTS?

According to the Cambridge Dictionary, “brain drain” means:

the situation in which large numbers of educated and very skilled people leave their own country to live and work in another one where pay and conditions are better ( source )

This is quite a big issue nowadays and it affects many parts of the world positively and negatively. As the world becomes more interconnected, it seems reasonable that it will continue to be a problem in the future.

This sort of topic is most likely to occur in the IELTS writing test and specifically in task 2. In fact, I’ll show you two sample answers below. You might also see a reading passage about “brain drain” in the reading test and I suppose it is theoretically possible that it could be the subject of section 4 of the listening test.

However, I cannot imagine that you would realistically see questions about this in any part of the IELTS speaking test. It is slightly too specialised and talking about it is a little too difficult.

Language related to “brain drain”

When it comes to the topic of “brain drain,” you should think of this generally as being a sub-topic of work , education , and immigration . Note that IELTS topics often overlap like this.

As such, to talk about this, you should be comfortable with vocabulary related to these areas and specifically the points at which they intersect. Here are some examples:

advanced economy
developed country
developing country
emigration / emigrant
immigration / immigrant
permanent residency
standard of living
tertiary education
tuition fees

Make sure that you know more than just the loose meaning of each word or phrase. It is important that you know precisely how to use them.

Also, I have tried not to include more common words like “abroad” but obviously you should be familiar with them and confident about how to use them.

You can read more about common IELTS topics here .

How to think of ideas about “brain drain”

Sometimes, IELTS questions can be difficult not just because of the language required but because of the topic. While some people have strong opinions about brain drain, others don’t. They simply can’t think of anything to say or worry that their ideas aren’t very developed.

For this reason, it is useful not just to learn vocabulary in preparation for your IELTS test, but also to learn ideas. You can do that in different ways:

reading articles
listening to podcasts
watching videos or documentaries
engaging in debates

I recently saw this very interesting YouTube video, which goes into detail about why brain drain hurts some countries and why it keeps happening.

I have a whole article about how to generate ideas for IELTS .

Sample Essays

Ok, now let’s look at some sample questions and answers. These are quite similar but the types of question are different and so I have written different answers.

Brain Drain Essay: Problems and Solutions

Here is our first question:

An increasing number of professionals, such as doctors and teachers, are leaving their own poorer countries to work in developed countries. What problems does this cause? What can be done to deal with this situation?

As you can see, this is a problems and solutions question . That means you need to firstly explain the problems caused by brain drain and then suggest some solutions.

Sample Answer

In the modern era, it is common for people to move around the world for various reasons, including immigration purposes. This sometimes results in people leaving a poor country to go to a richer one, in a phenomenon that is sometimes known as “brain drain.” This essay will look into the reasons for this and also suggest some solutions.

The allure of wealthy countries is naturally going to appeal to many people from poorer nations. They look to these places and see opportunities for themselves and their families, as well as clean environments and high-quality homes and goods. It is natural, then, that these people will aspire to leave their own country and move to a more developed one in the hope of a better life. They study hard and take every possible chance to give themselves a brighter future, and once they are able to emigrate, they leave their home country and travel to their new home. This is usually a positive step for them, but it tends to trap poor countries in a cycle of poverty.

Solving this problem is clearly not easy because it is a pretty natural phenomenon and people will always want to give themselves a better life. However, if there was a way to encourage doctors and other professionals to stay in their home nation, they could help to build it into a much more prosperous society, ultimately resulting in generations of educated people with no real desire to leave. Another option is for that nation to attempt to attract doctors and teachers from other countries as a way of filling the knowledge gap. This would not be easy, but again if it were achieved it would result in a strengthened nation that would no longer encourage its citizens to leave.

In conclusion, it is a natural occurrence that people want to move to cleaner, more developed places with safer streets and better standards of living, which is why educated people flee from poor nations. However, solving this problem will not be easy and may require some creative action by various governments.

Notes on the Answer

I have a simple but effective structure here:

Introduction	Explain the main issue (brain drain) and then give essay outline.
Body paragraph #1	Explain the causes (higher quality of life; more opportunities).
Body paragraph #2	Suggest solutions (tempting people to stay; attracting people from abroad).
Conclusion	Summarise main ideas.

In terms of language, I will note some useful phrases:

The allure of wealthy countries
see opportunities for themselves
high-quality homes and goods
take every possible chance
a brighter future
a cycle of poverty
a much more prosperous society
filling the knowledge gap
a natural occurrence

You will see that my solutions are not very definite but that’s because there are no easy solutions. Some students write things like “The government should pay doctors more money.” However, is this a realistic suggestion? If governments had unlimited money and could pay doctors more, they probably would. Therefore, use careful thinking and language skills to show reasonable ideas. Don’t worry about your suggestions being weakened by the admission that these ideas might not work. It is better to show that you are aware of this than to confidently make unreasonable suggestions.

Brain Drain Essay: Discuss Both Views

Here is our second question:

Some people believe that professionals, such as doctors and engineers, should be required to work in the country where they did their training. Others believe they should be free to work in another country if they wish. Discuss both these views and give your own opinion.

You can see that this is a “ discuss both views ” question, so it is a little different from the previous one. Also, I suppose it is technically possible that you could answer this without mentioning brain drain, but still the idea is clearly connected.

A small number of people think that highly trained professionals should be required to work in the same country where they did their training, but most people disagree with this. This essay will also disagree, suggesting that they should be free to work where they want.

To begin with, it is understandable that people might argue in favour of professionals working in the country where they trained because in some cases that country has paid for their training. Take, for example, a doctor who received medical training at the government’s expense in a relatively poor country. If they moved to another country, perhaps in order to earn a higher salary, then the government’s investment would have been wasted.

However, there are a few problems with that viewpoint. First of all, professionals of this nature usually pay for their own education, and so if they were required to stay in that country then it would be unfair. A lot of people invest in their education purely to gain the chance of moving to another country for a better life. Then, of course, there is the argument that all people should have some freedom of movement. Particularly in the case of highly trained professionals, who can bring value to different societies, it is beneficial to have them move around the world, sharing their skills and increasing diversity. Perhaps they ought to give something back to the society in which they were trained, but they should not be restricted by any law because that would be a violation of their fundamental rights.

In conclusion, people who have important skills should be free to move to other countries if they wish. They should not have a legal obligation to stay in the nation where they earned their skills, but perhaps for the sake of decency they might consider staying a short while and giving back to that society.

I have not used the phrase “brain drain” here but the essay is still about that because brain drain is what happens when these people leave their home countries in large numbers.

Note that I have discussed both views but sided with the “disagree” perspective. That means I have written a longer paragraph full of “disagree” ideas. I have also made my opinion clear throughout the whole essay, which is also essential. In the introduction , for example, my outline sentence puts my perspective across very clearly.

Here are some more useful words and phrases:

highly trained professionals
to earn a higher salary
the government’s investment
people invest in their education
freedom of movement
a violation of their fundamental rights
a legal obligation

Finally, note that in both these essays I avoided the trap of repeating the examples from the question. It is a common mistake that IELTS candidates see an example and assume it is the main idea of the question. In fact, you do not need to talk about doctors and engineers. You could talk about any professionals.

About The Author

David S. Wills

David S. Wills is the author of Scientologist! William S. Burroughs and the 'Weird Cult' and the founder/editor of Beatdom literary journal. He lives and works in rural Cambodia and loves to travel. He has worked as an IELTS tutor since 2010, has completed both TEFL and CELTA courses, and has a certificate from Cambridge for Teaching Writing. David has worked in many different countries, and for several years designed a writing course for the University of Worcester. In 2018, he wrote the popular IELTS handbook, Grammar for IELTS Writing and he has since written two other books about IELTS. His other IELTS website is called IELTS Teaching.

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I have some questions related to IELTS Writing in general and your essays. 1. Have you tried using chatGPT for IELTS Writing? What do you think the quality of the essays it can create and how do IELTS learners use it to improve their writing? 2. In your essays + The first essay – You use near future tense ‘be going to do sth’ in the first sentence of the first body paragraph. Could you explain to me why you use this tense in this sentence? + The second essay – Actually, I see some dictionary mark ‘To begin with’ or ‘To begin’ as an informal phrase. Is it also proper when used in IELTS Writing? – In the second body paragraph, I see you use ‘increasing diversity’ which makes me confused. Could you explain what does this phrase exactly mean? Thank a lot

1. I’ve tested it a few times. It’s fine but not perfect. I haven’t really looked into it as a means of learning to write essays. I know that other AI programmes are terrible at fixing grammar problems, but ChatGPT is a lot smarter, so it’s possible.

2. This is used to mean that something hypothetically does appeal to these people. I suppose it is a strange structure, but it’s quite common in English. It is like imagining a future state.

3. I don’t think “To begin with” is particularly informal.

4. It means that when people travel around, the diversity of the places they go to increases because they have more people from different places.

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Brain Drain: The Great Indian Migration

Last updated on October 26, 2023 by ClearIAS Team

Table of Contents

What is Brain drain?

The brain drain is the migration of educated persons from one country to another.

Primary external brain drain occurs when human resources leave their country to go work overseas in developed countries such as Europe, North America, and Australia.

Secondary external brain drain occurs when human resources leave their country to go work elsewhere in the nearby region.

Internal brain drain occurs when human resources are not employed in the fields of their expertise in their own country or when human resources move from the public sector to the private sector or within a sector.

According to the recent information from the Ministry of Home Affairs (MHA) , more than six lakh Indians renounced their citizenship in the past five years. In 2021, till September 30 around 1,11,287 Indians have given up their citizenships.

In the past two decades, there has been a continuous outflow of Indians, except during the 2008 financial crisis and in 2020-21 due to Covid-19 related travel bans.

India has become a major exporter of healthcare workers to developed nations particularly to the Gulf Cooperation Council (GCC) countries, Europe, and other English-speaking countries. As per OECD data, around 69,000 Indian-trained doctors worked in the UK, US, Canada, and Australia in 2017. In these four countries, 56,000 Indian-trained nurses were working in the same year. Hence, there is also large-scale migration of health workers from India.

Why are Indians emigrating?

Indian competence, linguistic prowess, and a higher level of education are a few of the attractions for countries, which have eased visa rules to attract talent. As the opportunities become scarcer here, the foreign countries are ever more aware of the multi-talented Indian engineers, doctors, and scientists with English language prowess as well.

The reasons for this brain drain can be substantiated into a few key categories-

Push factors for brain drain:

Lack of higher education opportunities: The increasing cut-offs and legion of competitive exams make access to higher education difficult in India. Abroad, they have an advantage over students from other countries in terms of skills and knowledge.
Lack of financial research support: India’s Gross domestic expenditure on research has stayed at 0.7% of the GDP for years. India has one of the lowest GERD/GDP ratios among the BRICS nations. So, the minds in R&D tend to migrate to other countries to continue their research.
Lower-income: Developed countries offer better pay to sectors like health, research, IT, etc. Income is one of the main triggers of emigration from India.
Non-recognition of talents: The chances of being recognized in one’s field are difficult in a populace this large and with conventions preferring the glamour world over academic talent; bright minds choose foreign countries where their work is appreciated more.

Pull factors for brain drain:

Better standard of living: The developed countries provide better living standards, salaries, tax benefits, etc, which becomes a great attraction for emigration.
Improved quality of life: It is unarguable that the facilities available abroad are yet to be matched with by developing countries, and hence till that level of life quality is achieved, migrations will continue.
Societal pressure: Indian youth are becoming more liberal and personal with their life, and the society here is yet to come to terms with the kind of lifestyle. Hence, the pressure to live a certain way among the Indian society is curbing the freedom of choice of today’s youths, encouraging them to seek western countries where the society is more liberal non-interfering.
Easy migration policies : The developed nations are easing migration policies to attract talents to boost their economy. They target Asians specifically to take up intellectual labour.
Better remuneration: The better pay and living standard offered by developing countries is, of course, a foremost reason for emigration.

Also read: Refugee Crisis in India; Labor migration

The effect of brain drain on the Indian health sector:

The emigration of health workers from India to GCC and western countries has been taking place for decades. And this is part of the reason for the shortage of nurses and doctors.

As per government reports, India has 1.7 nurses per 1,000 population and a doctor to patient ratio of 1:1,404 which is well below the WHO norm of three nurses per 1,000 population and a doctor to patient ratio of 1:1,100.

There are strong pull factors associated with the migration of healthcare workers, in terms of higher pay and better opportunities in the destination countries.

But the push factors are what often drive these workers to migrate abroad.

In the case of nurses in India, the low wages in private sectors, along with reduced opportunities in the public sector plays a big role in them seeking employment opportunities outside the country.
The lack of government investment in healthcare and delayed appointments to public health institutions act as a catalyst for such migration.

Developed countries were in desperate need of retaining their healthcare workers, so they adopted migrant-friendly policies during the beginning of the pandemic.

OECD countries exempted health professionals from a job offer from the travel bans.
Some countries processed visa applications of healthcare workers even during the lockdown period.
The UK has granted free one-year visa extensions to eligible overseas healthcare workers and their dependents whose visas were due to expire before October this year.
France has offered citizenship to frontline immigrant healthcare workers during the pandemic.

The Indian government’s policies to check brain drain do not provide long-term solutions, rather they are restrictive.

In 2014, they stopped issuing No Objection to Return to India (NORI)certificates to doctors migrating to the US.
The NORI certificate is a US government requirement for doctors who migrate to America on a J1 visa and seek to extend their stay beyond three years.
The government has included nurses in the Emigration Check Required (ECR) category. This move was taken to bring about transparency in nursing recruitment and reduce the exploitation of nurses in the destination countries.

The need of the hour is for increased investment in healthcare which has been evident throughout the pandemic. The 2020 Human Development Report shows that India has five hospital beds per 10,000 people which is one of the lowest in the world.

Increased investment in healthcare, especially in the public sector is essential as this would increase employment opportunities for health workers.

Related concepts: Brain Gain and Reverse Brain Drain

There are few positive outcomes of such emigrations too occasionally which can be summarised under Brain gain and Reverse brain drain theories.

Brain Gain:

The movement of skilled workers internationally represents brain gain for the countries that reap their skills.
The young population that goes abroad has a very limited skill set. They improve their skills abroad through higher education and job experience, so when they return, they bring back brainpower. Some label it as Brain Circulation also.
Then the internal migrations of the skilled and unskilled lot have resulted in the formation of major industrial / tech hubs.

Reverse Brain Drain:

When the professionals return to their home country after a few years of experience and open a business, join a research university, or work in an MNC in the home country, it is called “Reverse Brain Drain”.
Reverse brain drain occurs when human capital moves in reverse order from a more developed country to a less developed or rapidly developing country.
These migrants accumulate savings, also known as remittances, and develop skills abroad and use them in their home country.
India has a large diaspora scattered around the world. Indian skilled professionals who have been trained and based in other countries are returning home in increasing numbers to take advantage of the country’s positive economic growth and employment opportunities in the STEM field.
Returnees with good work experience and entrepreneurial skills are setting up successful start-ups with the added advantage of their global networks and links to international venture capitals.

Government’s stance on Brain drain

India does not offer dual citizenship hence people seeking citizenship in other countries must give up their Indian passport. However, Indians who renounce citizenship can still apply for an Overseas Citizen of India (OCI) card, which gives them the benefit of residing and even running a business in India.

The Indian government has a simple online process for citizenship renouncing, making it clear that they are much worried about the outflow of the talented population.

A reason for this is maybe the fact that the expatriates have become huge financial assets for India through remittances and investments. NRI remittances have been a major contributor to India’s forex receipts though motivated by personal gains.

Some schemes have been devised by the government to bring back Indian scientists like-

‘The Ramanujan Fellowship, Innovation in Science Pursuit for Inspired Research (INSPIRE) Programme’ to encourage scientists and engineers of Indian origin from all over the world to take up scientific research positions in India, especially those scientists who want to return to India from abroad.
The Ramalingaswamy Fellowship , for providing a platform for scientists who are willing to return and work in India.
Vaishvik Bharatiya Vaigyanik (VAIBHAV) summit: Under this, Numerous overseas Indian-origin academicians and Indians participated to form ideas on innovative solutions to several challenges.
Scheme for Transformational and Advanced Research in Sciences (STARS), Scheme for Promotion of Academic and Research Collaboration (SPARC), and Impactful Policy Research in Social Science (IMPRESS) with the common objective to boost India-specific research in social and pure sciences.

Way forward

India needs systematic changes to build an overall environment that would be beneficial for the talented enough to motivate them to stay in the country.

The government should focus on framing policies that promote circular migration and return migration. Like policies that incentivize professionals to return home after the completion of their training or studies would be welcomed.

India could also hold talks to frame bilateral agreements for a policy of “brain-share” between the sending and receiving countries.

Potential Mains Questions:

“India’s brain drain is West’s brain gain.” Critically discuss why India’s scientists move to foreign countries and excel. Do you think brain drain is a thing of the past, especially in the field of science? Examine. (200 Words)
By emphasizing the key factors leading to brain drain in the health care sector deliberate the need for long-term solutions to manage human resources in the Indian health care sector. (250 words)

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Reader Interactions

February 16, 2022 at 11:34 am

In my opinion brain drain india is bad

November 15, 2022 at 10:08 pm

Atleast give information about migration of lawyer in brain drain. We lawyer are working really hard. Even our demand is there in foreign countries

January 3, 2024 at 10:04 am

According to me,Brain drain has to be stopped as it is not good for the development of our country.If skillful people don’t migrate then they can help in social and economic development of our nation and every country needs skilful people to do well in every field. so,I think Bharat needs to stop brain drain so that it can become “‘vishva guru'” soon.

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What Is Brain Drain?

Understanding brain drain.

Types of Brain Drain
Reducing Brain Drain
Brain Drain FAQs

The Bottom Line

Brain drain: definition, causes, effects, and examples.

Katrina Ávila Munichiello is an experienced editor, writer, fact-checker, and proofreader with more than fourteen years of experience working with print and online publications.

Investopedia / Mira Norian

Brain drain is a slang term that refers to a substantial emigration , or migration of individuals out of a country. Brain drain can result from turmoil, the existence of favorable professional opportunities in other countries, or a desire to seek a higher standard of living . In addition to occurring geographically, brain drain may also occur at the organizational or industrial levels when workers perceive better pay, benefits, or upward mobility within another company or industry.

Key Takeaways

Brain drain is a slang term referring to substantial emigration.
Brain drain can result from political turmoil or the existence of more favorable professional opportunities elsewhere.
It causes countries, industries, and organizations to lose a core portion of valuable individuals.
Some of the consequences of brain drain include the loss of tax revenue.
One of the best ways to reduce brain drain is to boost government investment in the local economy.

As noted above, brain drain is the movement of people from one area to another. Brain drain often occurs between countries and cities where there is a sharp discrepancy in available opportunities. Individuals may move to look for work or a better standard of living. Brain drain can also refer to the movement of professionals between corporations or industries for better pay or opportunities.

Brain drain causes countries, industries, and organizations to lose a core portion of valuable individuals. The term is often used to describe the departure of certain professionals, including doctors, healthcare workers, scientists, engineers, or financial professionals. When these people leave , the places they leave are harmed in two main ways:

Expertise is lost with each emigrant, diminishing the supply of that profession.
The economy is harmed because each professional represents surplus spending units.

Professionals often earn large salaries, so their departure reduces consumer spending in that region or the country overall.

Geographic, Organizational, and Industrial Brain Drain

Brain drain can occur on several levels: geographic, organizational, and industrial brain drain.

Geographic Brain Drain

Geographic brain drain happens when talented professionals flee one country or region and end up moving to a country that they feel gives them better and more opportunities.

Several common causes precipitate brain drain on the geographic level including political instability, poor quality of life , limited access to health care, and a shortage of economic opportunity. These factors prompt skilled and talented workers to leave source countries for places that offer better opportunities.

Organizational and Industrial Brain Drain

Organizational brain drain involves the mass exodus of talented workers from a company, often because they sense instability, a lack of opportunity within the company, or they may feel that they can realize their career goals more easily at another firm. Industrial brain drain happens when skilled workers exit not only a company but an entire industry .

These two forms of brain drain are usually a byproduct of a rapidly evolving economic landscape, in which companies and industries that are unable to keep up with technological and societal changes lose their best workers to those that can.

Causes of Brain Drain

So what causes brain drain? As noted above, there are several underlying factors that lead to this phenomenon. They can vary based on the type of brain drain.

Some of the main reasons why people choose to leave their home countries/regions include:

Economic opportunities, including new and better jobs, higher standards of living, access to housing and health care
Political strife and instability
Persecution based on religion, gender, or sexuality

While most brain drain is geographic, there is some brain drain that occurs as a result of situational factors. For instance, skilled workers may leave companies and industries when machines and technology replace human labor.

Brain drain is also known as a human capital flight,

Effects of Brain Drain

Brain drain can have major consequences. The effects are felt not only in the area where the brain drain occurs but also where the brain gain (the place to which individuals move) takes place. And it can often have a chain reaction.

Areas affected by brain drain end up with a dearth of human capital . Professionals who go elsewhere end up leaving a large gap behind—one that isn't always easy to fill. Consider medical professionals in developing nations who move to parts of the developed world for better opportunities. There may not be enough qualified people to replace them when they leave, which affects the overall quality of health care.

Another effect on areas that experience brain drain is the loss of revenue . Governments rely on income taxes to fund their social programs and infrastructure projects. A mass exodus leads to a drop in tax receipts which can stunt economic growth and development.

Areas that see brain gain are also impacted. Some of these factors include overcrowding (especially in major metropolitan areas where more opportunities are available). More people in one area puts a strain on resources, which can lead to higher prices and taxes.

Measures to Reduce Brain Drain

While there isn't an easy fix for brain drain, there are some things that business and government leaders can do to reduce or minimize it. These include:

Increasing investments into certain areas of the economy
Offering competitive wages
Paving the way for legal and social reform
Improving the quality of resources, such as housing and health care
Providing affordable housing solutions

Examples of Brain Drain

Ukraine brain drain.

War and conflict are big catalysts for brain drain. This was evident following Russia's invasion of Ukraine. Studies conducted by the European Parliament indicate a massive displacement of the country's population across the European Union (EU). One of the main areas the study examined was the movement of students. The number of students leaving Ukraine doubled from 25,000 to 50,000 between 2007 and 2014. That number jumped to about 78,000 by 2019. The majority of these students were enrolled in post-secondary institutions in Poland.

Some professionals leaving Ukraine are having a tough time finding work in their fields in other countries because of a lack of available work or transferrable skills. As such, some are choosing to take on lower-paying jobs to find a sense of security and safety.

But it isn't just Ukraine that's experiencing a brain drain. In fact, Russia is experiencing a flight of human capital, too. Economic sanctions placed on the country by the U.S., the United Kingdom, and Canada, are having a profound impact on Russian citizens. The federal government also has laws in place punishing citizens who support Ukraine. It's estimated that as many as 200,000 Russians have left the country.

Puerto Rico Brain Drain

Brain drain was a significant consequence of the ongoing Puerto Rican debt crisis as of 2019. This was particularly evident in the exodus of skilled medical professionals, which hit the island hard. While almost half of Puerto Rico's residents receive Medicare or Medicaid , the island receives significantly fewer federal funds to pay for these programs than similarly sized states on the mainland, such as Mississippi.

This lack of funding combined with the island's dire financial situation precludes its ability to offer competitive compensation to doctors, nurses, and other medical staff. As a result, such professionals were reported to be leaving the island en masse for more lucrative opportunities on the mainland.

This form of brain drain was also exacerbated by Hurricane Maria, which hit the island in September 2017, creating even more incentives for emigration.

What Does Brain Drain Mean?

Brain drain is a slang term that refers to the loss of human capital from one area to another or from one industry to another. Brain drain usually happens when skilled individuals and professionals leave the home countries (in most cases, developing nations) and go elsewhere to take advantage of better opportunities. It also occurs when individuals leave one area of the workforce and go to another for some of the same reasons.

How Does Economic Growth Help Fight Brain Drain?

Brain drain occurs when there is a lack of opportunity in a certain area. For instance, professionals living in a developing nation may leave in search of better opportunities in parts of the developed world. Making economic investments to boost growth often provides incentives for people to stay, as it means access to better (and more) resources, personal economic prosperity, and the potential for a higher standard of living.

What Impact Does Brain Drain Have on Developing Nations?

Brain drain or the exodus of human capital often has a big impact on developing nations. It often leaves a hole that is hard to fill since there may not be as many people with similar skills to fill that void. It also leads to a loss in tax revenue, which can lead to higher taxation to make up for the shortfall. Citizens may not be able to access quality resources, such as education and health care, which also affects their quality of life.

Human capital is a vital part of the economy. But when conditions get tough, these individuals may look elsewhere for better jobs, higher pay, and an improved standard of living. A mass exodus of people can lead to what's called brain drain. When human capital is depleted from a certain area, it can have lasting effects on the local economy.

European Parliament. " RUSSIA'S WAR ON UKRAINE: UKRAINIAN STUDENTS IN THE EU ."

NBC News. " A brain drain is devastating Ukraine ."

BBC News. " Russia faces brain drain as thousands flee abroad ."

Center on Budget and Policy Procedures. " Puerto Rico's Medicaid Program Needs an Ongoing Commitment of Federal Funds ."

National Provider Identifier (NPI) Dashboard. " 2020 Update -- Aftermath of Hurricane Maria and the Emigration of Health Care Professionals to Mainland US ."

National Oceanic and Atmospheric Administration. " National Hurricane Center, Tropical Cyclone Report: Hurricane Maria ," Page 2.

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Debate on Brain Drain | Brain Drain is Not a Bane for a Developing Country

March 7, 2022 by Prasanna

What is Brain Drain?: Brain drain is the migration of skilled human resources for higher education, better living standards or to earn more money.

You can also find more Debate Writing articles on events, persons, sports, technology and many more.

Debate on Brain Drain

Honorable judges, respected chief guest and all the esteemed audience here. I wish a pleasant morning to everyone present here for the Debate on Brain Drain.

The name and fame of our country are due to we people and the growth and development of the country depend on the intelligence and resourcefulness of its people. So how can a country think of its development if all our talents run towards the advanced countries living behind their own country? So here I am with the topic ‘Debate on Brain Drain’ against it.

Brain Drain is a major issue with which India is trying to cope up with. No Doubt, the massive loss of talent has a negative impact on national growth. Thousands of talented Engineers, IT technicians, physicians, scientists, accountants, administrators, teachers are among the thousands of skilled professionals who migrate to advanced countries like the U.S.A., Europe, U.K., Canada, America, Australia, New Zealand, and UAE. It is very sad but true that India is acting as a nursery where they develop qualified professionals for advanced countries around the world. One of the biggest reasons for brain drain is it benefits foreign countries.

What is the reason for Brain Drain? Through this debate on Brain Drain let us discuss the factors that influence brain drain. Better living standards, higher income, better health services, a better working climate, and more incentives are only a few of the factors that attract skilled youths to move to advanced countries.

One of the serious issues causing a brain drain in India is Unemployment. Millions of engineers, doctors and other professionals graduate every year in India and among that only 40% get a good job and the rest 60% remain unemployed. The main reason for unemployment is population. The population of our country is 1.2 billion and granting jobs to the whole of the youth of the country is next to impossible. Millions of students are graduating every year in India, so it’s nearly impossible to give a job to every graduate. Jobs are not matching the growing population, thousands of youth remain unemployed, and they have no option to migrate to foreign countries as they welcome them with joy.

In India, you can get any reputed job with just a recommendation from a higher officer. That’s it, there is no need for many talents. You don’t have to clear any exam or an interview to get a job because this is India. Therefore, there is no surprise why our people are more successful in foreign countries because they value talent, not money or any recommendation.

The next reason for brain drain is a lifestyle. The lifestyle of foreign countries is better than the lifestyle of India. In foreign countries, you have new advancements, new technology, modern lifestyle and moreover, there is no corruption. Also, the rape percentage is few as compared to India. So people feel more happy and secure.

In my Debate on Brain Drain let me give some examples to explain my view that why I am against the motion of ‘Debate on Brain Drain’ in a better way: Nobel Laureate Dr. Hargobind Khorana who worked on Human Genome failed to secure a job in IISc Bengaluru due to institutional politics and at last because of no alternative left, he went to the USA to pursue his career further.

Similarly, In one more case due to ignorance of government., a large Particle Accelerator Project (similar to Large Hydro Collider at CERN) in partnership with some foreign Institute could not be established in India. So today, a person studying Particle Physics will surely like to go abroad for his further studies. We are aware that the scope for Research and Development work in our country is not to a higher extent. A large portion of the population still wants to employ their children only as Doctors, Engineers or in any government job. Or else they have to go abroad for any type of research work and development work.

Indra Nooyi is the CEO of PepsiCo, Satya Nadella is the CEO of Microsoft, and Sundar Pichai is the CEO of Google. All these CEOs are Indians, if they can become CEO in the USA so why can’t they become CEO in India. The main reason behind this is because in India, there is no value of talent and it’s damn true.

Debate on Brain drain highlights how harmful it is for any country. Brain Drain directly affects the economy and social area of a country. We cannot deny the fact that other advanced countries provide better salary scales to talented people but every country itself needs this type of people because they can help in the development of the country. Almost every top 5 student in many higher levels of educational institutions is the one to go out. Our country provides them with the best resources like scholarships and they go away without helping our India.

In addition to this, in my Debate on Brain Drain, I would also like to point out that brain drain is bad for not just one country which is losing its talents but also bad for countries that are constantly consuming talent from other countries. The country constantly consuming talent from outside deprives its own people of job opportunities and offers the same to people from other countries.

Solution of brain drain requires efforts from all these three parties involved in it. Countries losing talent should create better and competitive opportunities to stop the brain drain. Country-consuming talent should keep a check that they don’t over-consume and create problems for their own people. Talented people should have more patience and should serve their own country.

To stop this Indian government should realise these factors of brain drain and try to improve the country’s work culture, infrastructure, and resources for qualified professionals. The Indian government should encourage to build world-class living standards, high salary packages, transparency, financial and health protection, incentives, a secure environment at the workplace and so on so that brain drain can be stopped. With this, I conclude my Debate on Brain Drain.

FAQ’s on Debate on Brain Drain

Question 1. What is Brain Drain?

Answer: Brain drain can be described as the process in which a country loses its talented professionals and talented workers to other countries through migration. This trend is considered a problem because the most highly skilled and competent individuals leave the country, and contribute their expertise to the economy of other countries and the country they leave can suffer economic hardships.

Question 2. What are the factors affecting brain drain?

Answer: The main causes of brain drain are unemployment or higher-paying jobs, political instability, and seeking a better quality of life. Some other factors are the absence of research facilities, discrimination, economic underdevelopment, lack of freedom, and poor working environments. Higher paying jobs and a better quality of life attract people to foreign countries. Modernized educational systems allow superior training, intellectual freedom, and rich cultures are the key features affecting brain drain.

Question 3. What can prevent Brain Drain?

Answer: In order to solve the issue of brain drain, some basic initiatives that can tackle it are:

Proper payment structured
Tackling Underemployment
Rural and Urban development
Placement in the country itself
Proper work culture
No corruption
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Class 8 2.Speech Writing : ‘Brain-Drain’

Write a speech on the ‘Brain-Drain’ phenomenon that India had to lace some years ago. Do not exceed 150 words.

Ans. ‘Brain-Drain’

Respected Principal Madam, worthy teachers and my dear friends.

Today I am going to speak on the topic ‘Brain Drain’ – A Big Problem for Indian Economy and progress. Brain drain is an often a familiar expression. It means the export or going out of Indian brains to different Countries. We term it as a drain of the brains; for, it is believed that the India is at a loss. When our best brains work for other countries leaving some mediocre and the lesser brains.

Now the question arises why there is so much of draining of brain power front India. It is a matter of pride for -Indians that the world, as of today, has recognized the Indian brain among them. Best across the world. This is why foreign countries encourage over the import of the Indian manpower. On the other hand. The intelligent and smart brains are happy to go out because of congenial work atmosphere and ethos. In foreign countries, there is appreciation for good work, and the environment remains work-friendly, unlike. In India. Besides; they get handsome pay packet. So now it is a matter of great concern as the cream of the nation is draining outside and country progress will come to halt in the hands of mediocre minds.

If we make the atmosphere healthier for some good work, I feel anent some of the brains may stay back ‘n India. We have to accept that India is at a loss with the loss of expertise but, we cannot really blame the people going out as. Who does not want to improve his/her standard of life? The tact of their going out on the face of it does appear to be unfair to India. For, when we have the know-how, the expertise. Why should we not reap the benefit? Some necessary steps in the atmosphere of work and salary package need to be considered.

Download the above Speech in PDF

SOME SAMPLES AND EXAMPLES OF SPEECHES ARE:

1.Child Labour 3.”Beauty contests are degrading” 4.Role of Women 5.Importance of English Language 6.”Food adulteration is a rising problem in India” 7.Pleasures of Reading 8.”The Importance of Hindi language” 9. ‘Ragging’ 10. Courteous Behaviour 11. Corporal Punishment 12. `Reservation in Educational Institutes’ 13.’Capital Punishment’

Essay on Brain Drain for Children and Students

Table of Contents

Brain Drain is the term used to state a significant emigration of educated and talented individuals. It occurs in countries such as India where the employment opportunities are not at par with the educated youth in the nation. Brain Drain is a slang used to describe a considerable emigration of highly educated and brilliant individuals. It is mainly an outcome of lack of good employment opportunities within a nation.

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Long and Short Essay on Brain Drain in English

Below we have provided short and long essay on brain drain of varying lengths in English for your information and knowledge and to help you with the topic whenever you required.

After going through the essays you will know what is brain drain; what are its impacts on the growth of a nation; what are the causes of brain drain; what steps had the government taken to prevent brain drain and what steps should be further taken by the government.

You can use these brain drain essay in your school/college events like speech giving, essay writing and debate etc.

Brain Drain Essay – 1 (200 words)

Migration of a significant number of educated and talented people from a country is referred to as Brain Drain. It occurs because of better job prospects in other countries as compared to one’s own country. Besides, brain drain may even occur at industrial or organizational levels when there is mass exodus from a company or industry as the other offers a better pay and other benefits. Brain Drain is a loss for the country, organization and industry as it takes away the most talented individuals of the lot.

The term, brain drain is often used to describe the emigration of scientists, doctors, engineers and other high profile professionals such as those in the banking and finance sector. Their emigration has a negative impact on their places of origin. In case of geographic brain drain, in addition to the loss of expertise, the consumer spending in the country also suffers immense loss. Hence, it can be a major loss for the country’s economy.

While the geographic brain drain occurs due to better financial prospects and standard of living in other countries, organizational brain drain may be caused due to various reasons including poor leadership, unreasonable work pressure, low salary package and lack of professional growth.

Brain Drain Essay – 2 (300 words)

Introduction.

Brain Drain refers to the mass departure of learned and talented people from a country, organization or industry. It causes a major problem for their place of origin as it suffers loss of talent that in turn impacts their economic condition. Many countries and organizations around the world are undergoing this grave issue due to various factors.

The Origin of the Term – Brain Drain

The term brain drain was sprint by the Royal Society. It was initially coined to refer to the mass departure of the scientists and technologists from the post-war Europe to North America. However, as per another source, this term first sprung up in the United Kingdom and it referred to the arrival of the Indian engineers and scientists. Brain waste and brain circulation are other similar terms.

Initially, the term referred to the technology workers immigrating to another nation however over the time it has become a general term used to describe the mass departure of talented and skilled individuals from one country, industry or organization to another in search of better paying jobs and higher standard of living.

Brain Drain a Common Phenomenon in Developing Countries

While certain first world counties such as UK have also experienced major brain drain, the phenomenon is more common in developing countries such as India and China. There are many factors that are responsible for brain drain in these countries. Higher salaries, better medical facilities, access to advanced technology, better standard of living and more stable political conditions are among few of the things that attract professionals towards the developed countries.

Several countries across the globe are facing the problem of brain drain and the government of these countries are taking certain measures to control the same however the problem still persists. Better plans need to be put in to place to control this issue.

Brain Drain Essay – 3 (400 words)

Brain Drain is a broad term used to describe mass migration of highly talented and skilled individuals from one country to another. The term is also used to refer to the mass departure of skilled professionals from one industry or organization to another to seek better pay and other benefits.

Types of Brain Drain

As mentioned above brain drain occurs at three levels – geographic, organizational and industrial. Here is a look at these different types of Brain Drain in detail:

Geographical Brain Drain

It is referred to the departure of highly brilliant and skilled individuals to another country in search of better paying jobs. It has a negative impact of their home country’s economy and overall development.

Organizational Brain Drain

The mass exodus of highly talented, skilled and creative employees from one organization to join another is referred to as organizational brain drain. It weakens the organization and toughens competition.

Industrial Brain Drain

It is the departure of employees from one industry in search of better jobs in other industries. It disturbs the working of the industries where brain drain occurs.

Factors Causing Brain Drain

There are different factors that cause brain drain at different levels. Though these factors are more or less the same, here is a look at these category wise:

Geographic Brain Drain

Here are the factors responsible for geographic brain drain:

Unstable political conditions of a country
Reservation system (in India) that denies good jobs to the deserving candidates and mostly provides high pay packages to the non-deserving ones
Low standard of living
Lack of good employment opportunities
Lack of good medical facilities

It generally occurs due to the following reasons:

Lack of good leadership and management in the organization
Low or no scope of growth
Pay packages lower than the market standards
Lack of fair play while giving promotions
No appreciation for work
Stringent working hours
Unreasonable work pressure
Relocation to a remote place also causes people to look for job elsewhere

Here are some of the top reasons for industrial brain drain:

Low salary package
Low growth prospects
Undue work load
Health hazards attached to certain industries

The factors responsible for brain drain have clearly identified. All that needs to done is to control these in order to overcome the issue. Among other things, there is a need to float better job opportunities in the market, offer pay packages at par with a person’s skill and create a healthy work environment to avoid this issue.

Brain Drain Essay – 4 (500 words)

Brain Drain, the process of talented individuals migrating from their home country to another in search of better job prospects and enhanced standard of living, is a growing problem these days. It is a loss for the country of origin as they lose out on talent that impacts their economy negatively. A number of countries across the world see a major pool of talent moving out each year.

Countries Suffering Brain Drain

While the third world countries suffer majorly from the issue of brain drain, developed countries are not safe either. Here is a look at the countries suffering major brain drain:

The United Kingdom

The United Kingdom that attracts numerous immigrants each year with its attractive pay packages and high standard of living also sees a major brain drain. Several individuals with University degrees have left UK, their country of origin, to seek jobs in other parts of the world.

The education system of India considered to quite strong and one that produces extremely talented and highly intelligent youth who in demand in every part of the world. Indians get good packages outside along with better standard of living and thus leave their country.

Greece has also included in the list of countries facing the brain drain problem lately. The debt crises explosion in 2008 led to a rapid increase in this issue. A majority of the people from Greece migrate to Germany each year.

Iran known for religious dictatorship and political oppression and this has led more than 4 million Iranians to migrate to other countries.

The civil war in Nigeria is one of the main reasons for Brain Drain in the country. A large number of Nigerians migrate to US each year in search of better job prospects and better standard of living.

Malaysia has also been facing the problem of Brain Drain mainly because its neighbouring country, Singapore offers better paying jobs there by sucking the former’s talent.

China, Ethiopia, Kenya, Mexico and Jamaica are among the other countries that suffer major brain drain.

Impact on the Place of Origin

Brain Drain is not only geographic, large number of talented individuals migrating from one organization to another or from one industry to another also known as Brain Drain. When a pool of highly talented and skilled individuals leaves their country, organization or industry and moves to another one in search of better prospects it is an obvious loss for their original place as the work at the later place suffers and so does its economic prosperity. In case of geographic brain drain, the immigration of doctors and engineers also has a negative impact on the society as a whole.

The countries and organizations facing major brain drain problem should analyze the factors responsible for the same and work upon improving the conditions to avoid this issue. It will help boost their place of origin economically.

Brain Drain Essay – 5 (600 words)

When a pool of learned and talented professionals especially doctors, engineers and those belonging to the financial sector leave their country of origin to seek better job opportunities in another country it known as Brain Drain. The problem is quite common in developing countries such as India. The mass exodus of employees from one company or industry to join the other also counted as Brain Drain.

India Suffers Major Brain Drain

Indians are making the country proud by excelling in different fields and securing highly paid jobs in different parts of the world. They are known to be brilliant in the fields of business and technology and there have been several reports stating that Indians form a major part of United State’s technology industry. Indians have thus contributed majorly towards building U.S. technology and in turn its economy. If they had contributed even half as much in the development of India, the country would have been in a better shape currently.

India suffers a major Brain Drain as the employment opportunities available here are not at par with the quality of education provided. Some of the other factors include the unfair reservation system, huge taxes and low standard of living.

Ways to Control Brain Drain

The geographic brain drain as well as that happening at organizational level is equally difficult to deal with. So why not avoid it in the first place. Here are a few ways to overcome the problem of geographic as well as organizational brain drain:

Do Away with the Quota System

In countries such as India, the talented lot suffer at the hands of the quota system. Many undeserving people from the reserved category secure highly paid jobs while the deserving candidates have to settle for lesser paying ones. It is but natural for such deserving individuals to seek job that is at par with their talent in a different country and shift base at the first opportunity they get. It is high time the government of India should do away with this biased quota system.

Let Merit be the Sole Decider

Apart from the quota system, people also preferred based on their creed, race and other things that have nothing to do with their talent when it comes to giving jobs. Many people have an inclination of giving jobs to those belonging to their own community or town. All this must stopped and a person must get job based on his merit and ability.

Fair Promotion

Many bosses have a liking for certain employees and a dislike for others. Often times it seen that even if an employee working hard and is doing a good job he still misses out on the promotion and the one who is the boss’ favourite get promoted even though he does not qualify in certain parameters. This causes dissatisfaction among the employees and they seek better opportunities outside.

Improve Leadership

It said that an employee does not leave the organization, he leaves his boss. Lack of good leaders and managers can cost the company a number of talented employees. People encouraged and rewarded for their work and if this does not happen at right time, they feel demotivated and look for opportunities outside.

Salary Packages

An organization must be fair when it comes to deciding salary packages. There should not be huge variation when it comes to salary packages of the employees working at the same level. Also, salary package must at par with market standards else employee will leave as soon as he gets a deserving package.

One of ways to uplift economy of developing countries such as India is to control problem of Brain Drain. Ways to control this problem such as ones mentioned here must taken seriously and implemented by government.

Short Speech on “Brain Drain”

The term “ Brain Drain ” has come into limelight with the trend of educated and skilled people and workforce moving from one country to another to achieve career gains. The talent of such people as a result becomes available to the nation to which they relocate.

The biggest disadvantage of brain drain is the depletion of talent from the native nation which may badly need their skills and talent. It is the migration of country’s intellect which may have otherwise served their motherland and contributed to its prosperity.

Thus, this brain drain or ‘Human Capital Flight’ as it may be called, becomes a threat to the growth of countries which lose the human resources, rich in technical skills or knowledge. This has also increased the disparity in the economic and social prospects of the countries across the world .The rich and developed nations grow richer and prosperous while the developing or underdeveloped nations stay poorer and backward.

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Brain drain is a global phenomenon affecting the developing nations. The disadvantage is seen as an economic cost as a part of the training and the education cost which is sponsored by the government is also taken away with their emigration. Thus the country which experiences the drain of skilled resources faces the getaway of financial capital also.

Brain drain isn’t a problem of this era only. Even in medieval times, the conquerors attacked the nation for gold and other wealth and took people of talent and knowledge with them. This problem became pronounced after Second World War when progressive nations like USA, the erstwhile U.S.S.R. and Germany etc. began to make significant advancements in technology and scientific research attracting talent from foreign nations. Thus men of talent began migrating from less developed nations to these countries.

The reasons of brain drain are many including the lack of opportunity, political instability, health risks and many more. Many students leave their native nations for scientific and technological courses which are not offered by their own country and settle out in the country of study owing to better career opportunities, lucrative remunerations, security of life and health all of which lack in their country of birth.

Also they seek professional satisfaction in the country where they work and thus are ready to continue leaving their own nation. On the top of all this, the bureaucrats of the country fail to realize the potential and the worth of this intellect and thus they are unable to retain the cream of researchers and men with extra-ordinary talent. All these factors combined together trigger the process of brain drain.

Brain drain for the nation from which the emigrants leave to settle into the nation that promises better work opportunities becomes brain gain for the latter. Even countries like Europe were faced with the problem of brain drain until the introduction of green card that helped them gain more brains and compensated for the drained brains.

At present, countries like India, Pakistan and Russia are the sufferers of this problem and losing their talent very rapidly. Unemployment, corrupt political systems, inappropriate and unsafe work and social life as well as poor compensation, prompts the skilled and trained people to leave their own countries and seek promising opportunities in developed nations where they get more success Under utilization of talent, inadequate professional tools, lack of growth and unsatisfactory living conditions are also key factors in the emigration of the skilled workforce from these nations. India loses around 3 percent of her skilled workforce including teachers, doctors, engineers, scientists etc. to developed nations like USA.

Brain drain does more harm than is visible from an outer view. Besides depleting the natural supply of intellectual talent, it reduces the number of dynamic and innovative talent be it the academics or the booming entrepreneurs. The nations that lose the talent in turn have to depend upon foreign assistance for technical purposes.

The technology slowly becomes the onus of the developed nations when they grow richer with more resources contributing to their progress. Even the migration of medical practitioners who are highly trained to other developed nations makes the condition of health care in the native nations miserable. As a result, in case of emergencies and more complex treatments or surgeries, people from such countries have to bear expensive travel and cost of treatment and accommodation in nations that provide these facilities.

As countries lose their talent, its progress slows down and also lacks the contribution of the highly skilled human force, which has left the nation. It leads to a scarcity of skilled resources which then began to charge high for their service to the nation and its countrymen. Poorer nations like Africa suffer the worst from this problem and thus its development remains hindered.

The issue of brain drain is an international phenomenon and an outcome of the trend of globalization, but unlike other benefiting affects of it, brain drain has a negative impact. The problem of brain drain can be effectively tackled. For this, countries suffering from it have to improvise their own socio-economic conditions and provide better salary scales and safe and healthy work conditions to their human capital. Better and updated labs equipped with latest equipment can help retain more scientists and researchers leaving their country owing to lack of research opportunities.

At an international level, the nations which gain these brains should promise to send equivalent talent to the nations losing their human resources. Good governance is also important as they decide the policies that govern the security and standard of living of its people.

As discussed, some brain drain results from the stage of education only when individuals move to other nations offering better educational courses. If these individuals are offered better education opportunities in native countries, the emigration can be controlled at a preliminary level.

Governments need to show commitment to support research while allowing them to carry on their experiments freely with much independence. To conclude there is a need to review the social, political and economic conditions in the nations suffering from phenomenon of brain drain to provide better security and work opportunities to the skilled resources in the native nation.

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Brain drain

Level B2 / C1

Topic Business , Social issues

Type Business English , General English

Lesson plan overview

This B2-C1 ESL lesson plan is about brain drain, or human capital flight, which is a problem affecting many, mostly developing, countries. It can be used both as a Business English lesson and General English lesson. Students will discuss reasons for moving abroad, the situation in their countries, the negative consequences of brain drain, as well as possible ways to address the emigration of highly skilled individuals. It can be combined with the lessons “ The happiest countries in the world ”, “ Overpopulation ” “ Climate refugees ”, and “ Idioms: moving abroad ”. The lesson starts with 2 speaking activities . First, students look at common reasons for moving abroad and put them in order of importance. Next, they look at news headlines and a map of the world showing how different countries are affected by brain drain, and complete the definition of the term “brain drain”. After making sure students understand the term, they discuss 6 questions given. Vocabulary: Students look at different statements, including the target vocabulary from this lesson ( e.g. exodus, diaspora, dead-end career, seek greener pastures, human capital flight, workforce shortage ). They match the phrases to their definitions and then discuss the sentences, comparing them to the situation in their own country. To practise the vocabulary, students paraphrase 5 sentences, completing them with an expression from the previous activity. Pre-listening and listening: Before watching the video for this lesson, students brainstorm measures to address brain drain, Then they watch the video “ What is brain drain? “, and complete 2 activities. Speaking: Finally, students look at more measures to mitigate the effects of brain drain, and discuss different aspects of each one. You can use the conversation cards to review the target vocabulary from this lesson. You can combine this lesson with other lessons related to migration, developing and developed countries, job prospects and living abroad.

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J R Soc Med
v.98(11); 2005 Nov

Brain drain from developing countries: how can brain drain be converted into wisdom gain?

Brain drain is defined as the migration of health personnel in search of the better standard of living and quality of life, higher salaries, access to advanced technology and more stable political conditions in different places worldwide. This migration of health professionals for better opportunities, both within countries and across international borders, is of growing concern worldwide because of its impact on health systems in developing countries. Why do talented people leave their countries and go abroad? What are the consequences of such migrations especially on the educational sector? What policies can be adopted to stem such movements from developing countries to developed countries?

This article seeks to raise questions, identify key issues and provide solutions which would enable immigrant health professionals to share their knowledge, skills and innovative capacities and thereby enhancing the economic development of their countries.

INTRODUCTION

Brain drain is the migration of skilled human resources for trade, education, etc. 1 Trained health professionals are needed in every part of the world. However, better standards of living and quality of life, higher salaries, access to advanced technology and more stable political conditions in the developed countries attract talent from less developed areas. The majority of migration is from developing to developed countries. This is of growing concern worldwide because of its impact on the health systems in developing countries. These countries have invested in the education and training of young health professionals. This translates into a loss of considerable resources when these people migrate, with the direct benefit accruing to the recipient states who have not forked out the cost of educating them. The intellectuals of any country are some of the most expensive resources because of their training in terms of material cost and time, and most importantly, because of lost opportunity.

In 2000 almost 175 million people, or 2.9% of the world’s population, were living outside their country of birth for more than a year. Of these, about 65 million were economically active. 2 This form of migration has in the past involved many health professionals 3 : nurses and physicians have sought employment abroad for many reasons including high unemployment in their home country.

International migration first emerged as a major public health concern in the 1940s when many European professionals emigrated to the UK and USA. 4 In the 1970s, the World Health Organization (WHO) published a detailed 40-country study on the magnitude and flow of the health professionals. 5 According to this report, close to 90% of all migrating physicians, were moving to just five countries: Australia, Canada, Germany, UK and USA. 5

In 1972, about 6% of the world’s physicians (140 000) were located outside their countries of origin. Over three-quarters were found in only three countries: in order of magnitude, the USA, UK and Canada. 6 The main donor countries reflected colonial and linguistic ties, with a dominance of Asian countries: India, Pakistan and Sri Lanka. By linking the number of physicians per 10 000 population to gross domestic product (GDP) per capita , the countries that produced more physicians than they had the capacity to absorb were identified 7 as Egypt, India, Pakistan, Philippines and South Korea. However, the lack of reliable data and the difficulties of defining whether a migrant is ‘permanent’ or ‘temporary’ still exist.

One may claim that this migration from developing countries is both useful and unavoidable. There are definite advantages—enabling the migrant to spend time in other countries—but at the same time, the very low emigration rate of professionals from USA or UK may be as disturbing a sign as the high rates of immigration to these countries.

Young, well-educated, healthy individuals are most likely to migrate, especially in pursuit of higher education and economic improvement. 8 , 9 The distinction between ‘push’ and ‘pull’ factors has been recognized. 10 Continuing disparities in working conditions between richer and poorer countries offer a greater ‘pull’ towards the more developed countries. The role of governments and recruitment agencies in systematically encouraging the migration of health professionals increases the pull. 10 Migrant health professionals are faced with a combination of economic, social and psychological factors, and family choices 11 , and reflect the ‘push–pull’ nature of the choices underpinning these ‘journeys of hope’. De-motivating working conditions, coupled with low salaries, are set against the likelihood of prosperity for themselves and their families, work in well-equipped hospitals, and the opportunity for professional development. 12

In many cases, the country is not only losing its investment in the education of health professionals, but also the contribution of these workers to health care. For example, healthcare expenditure in India is 3% of GDP compared to 13% of GDP in the USA and the ratio of doctor to patients in India is 1:2083 compared to the USA where the ratio is 1:500. 13 Moreover, in many developing countries healthcare systems are suffering from years of underinvestment, which, for health professionals, has resulted in low wages, poor working conditions, a lack of leadership and very few incentives. 14

Employers in receiving countries take a different position; they have their own shortages of skilled people in specific fields and can drain a developing country of expertise by providing job opportunities. 15 Kupfer et al. provided the strategies to discourage migration to the USA, a major recipient country. 16 However, keeping the social, political and economic conditions in the developing countries in mind, can we stop the brain drain? Probably not!

Higher education is one of the principal conduits of permanent emigration. 17 The majority of doctors acquire specialized and postgraduate professional qualifications in the host country. Half of the foreign-born graduate students in France, UK and USA remain there after completing their studies. 18 Among the doctoral graduates in science and engineering in the USA in 1995, 79% of those from India and 88% from China remained in the USA. 19 The recent study on brain drain from 24 major countries published by the World Bank 20 also presented data on South Asian immigration to the USA ( Table 1 ). Migration to OECD (Organization for Economic Cooperation and Development) countries is also shown in Table 2 . Yet more data showing the momentum and demand for skilled people by high tech and research and development (R&D) industries illustrating accelerated flows of highly skilled workers to OECD countries are shown in Figure 1 .

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Object name is 488f1g.jpg

Employment of scientists and engineers with doctoral degrees in academia in the USA, 1973–1999. (Adopted from National Science Board. Science and engineering indicators, 2002 [ www.nsf.gov/sbe/srs/seind02/start.htm ])

Number of South Asian immigrants (age 25 and older) to the USA by level of educational attainment, 2000



South Asia
Bangladesh	69,180	6,000	20,095	43,085
India	836,780	41,185	127,540	668,055
Pakistan	165,425	11,630	43,365	110,430
Sri Lanka	2,820	495	5,695	15,630

Immigrants defined as foreign born population in the USA age 25 years or over. Primary education or less corresponds to 0-8 years of schooling; secondary to 9-12 years of schooling, and tertiary to more than 12 years of schooling [Source: A Study of 24 Labor-Exporting Countries . World Bank report, June 2003]

Stock of foreign students in OECD countries, 1998 (obtained from OECD 2002 [ http://www.oecd.org/home/ ]


USA	430,800	39.0
UK	209,600	59.8
Germany	171,200	56.3
France	148,000	26.8
Australia	109,400	18.4
Japan	55,800	38.2
Canada	32,900	42.1
Spain	29,000	65.7
Austria	28,000	65.6
Turkey	18,700	8.9
Total OECD	1,327,000	44.5

OECD, Organization for Economic Corporation and Development

These statistics suggest that if developing countries provided world-class education and training opportunities, as well as opportunities for career advancement and employment, the migratory flow could be reduced. 21 However, in reality, this may not make much difference. On the plus side, foreign-born graduates acquire expensive skills which are not available within their countries. On the negative side, these skills and knowledge never migrate back to their own countries.

Besides the pull–push factors described earlier, some researchers from developing countries cite other reasons for not returning after training which include: lack of research funding; poor facilities; limited career structures; poor intellectual stimulation; threats of violence; and lack of good education for children in their home country. 20 Incentives for migrants to return to developing countries have been insufficient to override the limitations at home—both real and perceived—and the attraction of opportunities found abroad. Many of these countries have made significant investments in infrastructure and education but have not achieved the scientific development, technological and innovative capability either to retain or to recover the human capital that they have generated. Is there a solution to this problem? This raises the question of whether one can justify losing human capital or whether one should make the additional investment in science and technology and bring about the innovations that will stop the loss and convert it into wealth generation.

CONVERTING BRAIN DRAIN INTO WISDOM GAIN

Developing countries, especially South Asia, are now the main source of healthcare migration to developed countries. This trend has led to concerns that the outflow of healthcare professionals is adversely affecting the healthcare system in developing countries and, hence, the health of the population. As a result, decision-makers in source countries are searching for policy options to slow down and even reverse the outflow of healthcare professionals. Is it possible to do so? Maybe not, bearing in mind the current political and economic situations of the source countries and globalization. The increasing demand for health care in the higher income countries is fuelled to a large extent by demographic trends, e.g. the ageing of the baby-boom generation. 22

The opening up of international borders for goods and labour, a key strategy in the current liberal global economy, is accompanied by a linguistic shift from ‘human capital flight’ and ‘brain drain’ to ‘professional mobility’ or ‘brain circulation’. 22 Solutions should therefore be based on this wider perspective, interrelating health workforce imbalances between, but also within developing and developed countries.

At current levels, wage differentials between source and destination country are so large that small increases in healthcare wages in source countries are unlikely to affect significantly the supply of healthcare migrants. According to the results of a study in Pakistan, a small proportion of people funded for a doctorate face on return major nonfinancial disincentives for good performance. 23 Thus the financial component of such flows is only part of the picture and in some cases not the major push or pull factor. Moreover, there is a need to review the social, political, and economic reasons behind the exodus, and to provide security and opportunities for further development locally. Lowering of standards should not be accepted; instead local conditions should be reviewed and rectified.

CONTRIBUTIONS BY SHARING KNOWLEDGE AND SKILLS TO DEVELOPING COUNTRIES

It is time to understand and accept that health professionals’ mobility is part of life in the 21st century. Countries need to recognize that they compete with the best institutions in the world for quality manpower. It is time to bury the archaic concept of brain drain and turn to assessing the performance of health professionals and systems, wherever they are in the world. The turn of the 21st century has not only brought technology, but also modes by which scientists around the world can be connected in no time. In this globalized world the physical location of a person may or may not have any relation to the ability to make an impact on human health. Health professionals in the developed world may have most of their work portfolios in the developing world. Easy communication, quick travel, and greater collaborations between developed and developing countries are increasingly more common and we need to develop ways in which foreign professionals can contribute to their countries of origin.

Remittances from expatriates living abroad constitute a significant proportion of foreign revenue for many developing countries. 24 In Bangladesh for example US$ 2 billion is received from citizens who have emigrated overseas, and these remittances are the second largest source of foreign revenue. 25 The transfer and management of remittance revenues are potentially exploitable factors in plumbing the brain drain. Formalizing the transfer of remittances might permit the generation of revenues that could be invested nationally in the social and economic development of the developing home country. However, the magnitude and economic importance of remittances, economic development and growth, and ultimately social equity, depend on the endogenous capacity of each nation’s human resources. If only a small percentage of the multimillion dollar sums sent home by emigrants could be invested in research and development, might not opportunities for highly skilled and educated nationals improve at home? And would this not in turn spur economic development? Maybe to some extent—but without resources and skills, this may not have a huge impact on health and disease prevention.

It has been estimated that foreign scientists from developing countries who are involved in research and development produce 4.5 more publications and 10 times more patents than their counterparts at home. 26 Why is there such a vast difference in productive capacity? The context and conditions in which science and technology are able to prosper require political decisions, funding, infrastructure, technical support, and a scientific community; these are generally unavailable in developing countries. The value and effectiveness of individuals depends on their connection to the people, institutions and organizations that enable knowledge creation, and together constitute a propitious environment. These expatriate scientists and healthcare professionals can contribute their knowledge, clinical and research skills to their native countries by developing collaborative training programmes, research projects and teaching their own countrymen. This requires the commitment of foreign scientists and receptiveness at the other end. Scientists, political leaders and decision-makers in developing and developed countries, and international development agencies, need to appreciate the social and synergistic nature of knowledge sharing so that policies and education systems are designed to promote and enable research and development.

Healthcare services are a rapidly growing sector of the world economy and trade in health services has created diverse means of accessing these services across borders. For example, information technology can provide telemedicine services and telepreventive services. These information technologies can be used as a mode of sharing knowledge and research skills in a cost-effective manner.

One such large network is already in place called supercourse [ www.pitt.edu/∼super1 ] 27 which has connected more than 20 000 scientists, healthcare professionals and researchers together through IT connectivity, and they share their knowledge in the form of teaching lectures (currently there are more than 2000 lectures) for free to a global audience. A similar kind of connectivity needs to be developed by expatriate citizens who can contribute their knowledge and skills to their countries of origin without any major costs. Policies are needed to ensure that these favourable outcomes are realized as an equitable access to the benefits of the international trade in health services.

The availability of both high-quality education and opportunities in research are the keys to retaining and attracting regional talent. The steps taken by China towards becoming a leader in biological research and biotechnology illustrate the empowerment. The scientific leadership positioned China to become the only developing country participating in the Human Genome Project. 28 Experience gained through the participation of its institutions in the Human Genome Project (including large-scale sequencing, the use of bioinformatics and the coordination of multi-centre research protocols) provided the platform for developing biotechnology that can be applied to human diseases and agriculture. The opportunities generated by the Chinese in biotechnology attract both international collaboration in joint ventures and gifted scientists from China and abroad.

A similar example can be replicated in other developing countries with the help of their foreign expatriate citizens who have developed skills in research that are needed in their native countries. This approach to creating targeted educational opportunity together with political decision and investment in science and technology infrastructure provides a good example of a resourceful way of redirecting the brain drain. It is tempting to think that such on-site programmes involving national talent at home and abroad coupled with creative distance learning strategies could create networks of expatriates thus enabling their countries of origin to gain access to a world-class education in specific disciplines in the developing world.

Scientists who have emigrated for several reasons are recoverable assets who can play a part in developing opportunities at home. However, recovery requires the opening of diverse and creative conduits. The health services in the developing world must be supported to maintain their skilled personnel. Only when health staff, whatever their cadre, have the tools they require to do their job, training opportunities, a network of supportive colleagues, and recognition for the difficult job they do, are they likely to feel motivated to stay put when opportunity beckons from elsewhere. Foreign professionals could be used to develop innovative graduate education opportunities at home and technology to be transfered to areas of national priorities for research and development. Ultimately, involving individuals who are living abroad in creating opportunities at home favours both the retention and repatriation of national talent. Building an enlightened leadership and an enabling national scientific community, with the help of expatriate citizens, for the coherent development of scientific and technological capacity in developing countries will be mutually beneficial.

Acknowledgments

We are grateful to all Aga Khan University alumni at AKU Karachi, Pakistan and AKU USA for their valuable help.

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Factors Leading to Brain Drain of Speech and Hearing Professionals in India

Singh, Niraj Kumar; Rao, Amulya P. 1, ; Krishna, Y. 2 ; Arun, B. 3 ; Yathiraj, Asha 4 ; Indranil, C. 5 ; Sunil, K. R 6 ; Pradeep, 7 ; Kumar, Prawin 8 ; Suman, K. 9 ; Nayaka, Javara 10 ; Achaiah, 11 ; Reuben, T. V 12 ; Valame, Deepa 13 ; Bajaj, Gagan 14 ; Shetty, Hemanth Narayan 4 ; Priya, M. B 15 ; Krishnan, Gayathri 16 ; Hegde, Prasanna 17

All India Institute of Speech and Hearing, Department of Audiology

1 Indian Speech and Hearing Association

2 School of Allied Health Sciences, Manipal Academy of Higher Education, Department of Audiology

3 AYJNISHD, In-charge Director

4 JSS Institute of Speech and Hearing, Department of Audiology

5 AYJNISHD, ERC, Department of Audiology and Speech-Language Pathology, Kolkata

6 Shravana Institute of Speech and Hearing, Principal, Bellari

7 Department of Speech Pathology and Audiology, NIMHANS

8 All India Institute of Speech and Hearing, Department of Audiology

9 AYJNIHH, ERC, Department of Speech-Language Pathology, Noida

10 Nayak's Hearing Clinic

11 Cavery Hearing Clinic, Madikeri Karnataka, India

12 All India Institute of Speech and Hearing, Department of Speech-Language Sciences

13 Topiwala National Medical College and B. Y. L. Nair Charitable Hospital, Mumbai

14 School of Allied Health Sciences, Manipal Academy of Higher Education, Manipal

15 All India Institute of Speech and Hearing, Department of Speech-Language Sciences

16 All India Institute of Speech and Hearing, Department of Speech-Language Pathology Mysuru

17 Insight Rehabilitation, Bengaluru

Address for correspondence: Dr. Amulya Prakash Rao, Isha Office, C/O All India Institute of Speech and Hearing, Manasagangothri, Mysuru - 570 006, Karnataka, India. E-mail: [email protected]

* Note - The article is edited by Dr. Hariprakash P, Associate Professor, Manipal University.

Received November 25, 2021

Received in revised form April 11, 2022

Accepted April 20, 2022

This is an open access journal, and articles are distributed under the terms of the Creative Commons Attribution-NonCommercial-ShareAlike 4.0 License, which allows others to remix, tweak, and build upon the work non-commercially, as long as appropriate credit is given and the new creations are licensed under the identical terms.

Introduction

India lacks workforce in the field of speech and hearing leading to the hire of speech and hearing technicians at many work setups. They are allowed to work independently which affects the efficacy of rehabilitation to a greater extent. This alarm necessitates the investigation of reasons for brain drain which will, in turn, help in improvising the speech and hearing services in India.

Methods

An e-survey was conducted by circulating a questionnaire which included 10 questions seeking information on the type of job placement, number of shifts in job, the reasons for shifting jobs, satisfaction level at workplace, and percentage of professionals preferring India and/or abroad for job placement. The questionnaire was sent to 3700 professionals, out of whom 360 professionals responded.

Results

Lower income, poor professional growth, and unsatisfied job profile were found to be the major reasons for brain drain in India.

Conclusion

A regular detailed investigation of reasons for frequent brain drain is required by the concerned bodies in India. In addition, steps should also be taken to rectify the same. Such careful actions may increase the potential employment opportunities for efficient fully trained speech and hearing professionals in India. This will, in turn, raise good quality speech and hearing services in India.

INTRODUCTION

Speech-language-hearing professionals are integrated health-care professionals who identify, prevent, assess, and rehabilitate individuals with communication disorders. They work in varied setups such as hospitals, private clinics, schools, industries, speech and hearing/medical institutions, and private clinics in India.[ 1 ] A study by the United States Bureau of Labor Statistics projected an increasing demand for speech and hearing professionals with an increase in the incidence of individuals with communication disorders.[ 2 ] The same has been predicted worldwide. An earlier study reported insufficiency in the number of capable professionals providing speech and hearing services.[ 3 ] In addition, the Applied Manpower Research report indicates a lack of comprehension of the scope of practice by professionals leading to a failure in asserting the role of speech, language, and hearing professionals.[ 4 ]

India, a developing country, also lacks workforce in the field of speech and hearing. Brain drain has been found to be the major reason for the same. Nambiar and Shah reported brain drain among 48% of speech and hearing postgraduates with main cause being better income (62%), better career prospects (62%), and better academics.[ 5 ] They also reported that 50% of the professionals/students go abroad seeking employment, 30% for higher education, and 20% for personal reasons. Even after 14 years of this study, the condition remains the same. Many students and professionals in the field travel abroad to either pursue higher studies or jobs. It has been reported that to overcome the lack of workforce in India, many training programs were initiated, such as diploma programs by the Rehabilitation Council of India. The main aim of such programs was to generate speech and hearing technicians who would work under the guidance of a fully trained graduate or postgraduate speech and hearing professional. However, more than fully trained professionals, such diploma holders are being hired in many private and government sectors. This will, in turn, have an impact on the efficacy with which individuals with communication disorders would receive the rehabilitation.[ 6 ] This alarms a major concern to the field of speech and hearing in India. To avoid such brain drain, it is important to investigate the reasons for it as previous studies on this have used a small sample size indicating replication of such studies. Documenting the reasons for brain drain will help improvise speech and hearing services in India. Hence, the present study aimed to investigate the factors leading to brain drain of speech and hearing professionals in India.

An e-survey method was used to collect information on factors responsible for brain drain of speech and hearing professionals in India. An ethical clearance was taken before the study from the executive council committee of ISHA, which included the chairman of Educational Standards and Ethics Committee. The study comprised two stages, the first involving the development of a checklist and the second stage conducting an e-survey.

Participants

Speech and hearing professionals working in India and abroad served as participants. A total of 3700 professionals were approached through E-mail and WhatsApp messenger. Responses were received from a total of 360 professionals, out of which 64.72% were females and 35.27% were males. The majority of them belonged to the age group 21–30 years (41.94%), followed by 31–40 years (39.16%). More percentage of professionals (40.30%) had either M.Sc. in Speech and Hearing or M.ASLP as their educational qualification and 18.20% were qualified with a bachelor's degree. Following this, 15.50% of them had Master's degree in Audiology and 10.50% of them had Master's degree in SLP. The percentage of professionals having a Ph.D. degree was <10%.

A questionnaire was prepared after a few brainstorming sessions. The questionnaire was sent to 10 professionals working in different work setups to check its feasibility. Later, multiple-choice questions were incorporated as per the expert committee advice. Then, a pilot study was conducted with 29 professionals working in different setups. No changes were made in the questionnaire post the pilot study. The finalized questionnaire included 10 questions seeking information on the type of job placement, number of shifts in job, the reasons for shifting jobs, satisfaction level at workplace, and percentage of professionals preferring India and/or abroad for job placement. The final questionnaire [Appendix 1] was transformed into a Google Forms. The responses were obtained using multiple choice and long answers.

The Google Forms link was emailed to 3700 speech and hearing professionals. Due to invalid email addresses, 14 emails reverted back. Hence, the reminder was sent to 3686 professionals and the responses were received from 360 professionals.

Data analysis

For each multiple-choice question, the percentage of speech and hearing professionals selecting a particular option was calculated. In addition, for questions with long answers, the answers were first grouped, and then, the percentage of professionals under each option was calculated.

The results are represented either in the form of pie charts or bar graphs. The results are described under the headings of Job Placement, Job Shift, Job Satisfaction, and Job in India or Abroad.

Job Placement

Under this section, the results are reported with respect to the state of India, in which they are working and the work setup. A comparison has also been made with respect to the percentage of speech and hearing professionals working in various setups at two different points of time.

State of employment

Professionals working in seven different states of India and from abroad have responded to the e-survey. The majority of the participants (26%) are reported to work in Karnataka, followed by 19.6% working in Maharashtra. Following this, 9.1% have reported to work in abroad, 8.6% in Delhi, 6.1% each in Kerala and Tamil Nadu, 4.1% in West Bengal, and 3.6% in Gujarat [Figure 1] .

Work set-up

Professionals were asked to indicate their earlier work setup and the current work setup. A comparison was made with respect to the percentage of professionals working in different setups at these two points of time. It was found that earlier, more percentage of professionals (56.1%) were working in hospital setup, followed by 53.6% were working in clinical setup, 50.3% were working in teaching institutes, 25.4% were in private practice, 19.9% were in school setups, and 11.3% were in nongovernmental organizations (NGO). In contrast, the overall percentage of speech and hearing professionals working in all these setups has reduced drastically except private practice, which has increased to 34.7%. In the present scenario, the least percentage of professionals (4.7%) is working in school setups [Figure 2] .

More percentage of professionals (92.22%) reported to have shifted their job. Out of this 92.22%, 63.74% were females and 36.25% were males. Similar trend was observed even in the category of professionals who had not shifted their job, where 76% were females and 24% were males. Majority of those who did not shift the job reported to work in Out of these majority of the male and female professionals reported to work in an institutional set-up (71.42% males and 52.38% females) followed by 28.57% of females working in private practice [Figure 3] .

Although the major percentage of female professionals shifted jobs compared to males, the frequency of job shifts was more by males than females. The majority of the females have either shifted jobs twice or thrice (28.43% and 27.83%, respectively). More percentage of males (32.83%) were found to shift their job thrice [Figure 4] .

The major reason for job shifts was reported to be personal reasons by 46.44% of the female professionals, whereas no scope for professional growth was found to be the major reason for job shift by 45% of males and 36.49% of females. These were followed by salary dissatisfaction (34.16% males and 30.33% females), management dissatisfaction (24.16% males and 22.27% females), work dissatisfaction (27.50% males and 12.32% females), and educational qualification not matching with the job profile (14.16% males and 7.58% females) [Figure 5] .

Job satisfaction at current workplace

Professionals were asked to rate their job satisfaction on a five-point rating scale where 1 – “highly unsatisfied,” 2 – “unsatisfied,” 3 – “neutral,” 4 – “satisfied,” and 5 – “highly satisfied.” The majority of them (38.4%) reported to be satisfied with their job followed by 27.6% being neutral, 21% highly satisfied, 10.5% unsatisfied, and 2.5% highly unsatisfied [Figure 6] .

Views of professionals working in India

The major percentage of professionals (58.61%) working in India have reported their liking toward continuing working in India. However, 29.44% have expressed their liking to work abroad and 10.83% to work both in India and abroad [Figure 7] .

Family was reported to be the major reason to continue working in India by 39.33% of the professionals, followed by 36.49% to serve the country. Better salary was reported to be the main factor by 66.03% of the professionals out of 29.44% who chose to work abroad, followed by better respect (32.07%), better scope for professional growth (24.52%), and better quality of life (10.37%) [Figure 7] .

Views of professionals working abroad

The majority of the professionals (69.69%) working abroad have expressed to continue there itself. Higher salary has been reported to be the major reason by 50% of them, followed by professional growth by 27.27%, good work culture by 18.18%, better quality of life by 13.63%, and better scope for research by 9.09% [Figure 8] .

On the other hand, 21.21% of those working in abroad have reported their liking to shift to India. Job satisfaction was viewed to be the major reason to return back to India by 57.14% of the professionals, followed by personal reasons (42.85%), better clinical exposure (28.57%), and the lack of workforce in India (14.28%). In addition, 9.09% of them want to work both in India and abroad [Figure 8] .

Major factors for job selection

Scope for professional growth was reported to be the major factor in selecting the job by 24.72% of the speech and hearing professionals. Job profile was found to be the second major factor (17.50%), followed by salary (14.16%), work environment (13.16%), job satisfaction and work setup (11.11% each), workplace (4.16%), respect (1.38%), and job security (1.11%) [Figure 9] .

The results of the present study are discussed under six headings as provided in the result section. The six headings are as follows: job placement, job shift, job satisfaction, views of professionals working in India, views of professionals working abroad, and major factors for job selection.

Job placement

The majority of the professionals who responded to the current survey were from Karnataka, followed by Maharashtra. This can be because of the fact that 18% of the professionals who received the survey e-mails were from Karnataka and 8% from Maharashtra. It was also observed that more participants from South India responded to the e-survey compared to North as 54% of the participants, who received the e-mails, represented South India.

The participants reported that earlier, the majority of them worked either in a hospital setup, clinical setup, or institutional setup compared to private practice, school setup, and NGOs. However, in the present scenario, an exponential decrease in the percentage of professionals working in these setups and a slight increase in the percentage of professionals working as private practitioners have been observed. The reason for decrease in the percentage of professionals can be less job opportunities in hospital, clinical, and institutional setups. Furthermore, less pay scale at these setups, especially in school set-up and NGOs, could have also contributed to this decrease. Meanwhile, private practice has started taking its own position in providing a good income to professionals.

More percentage of professionals were found to have shifted their jobs for a minimum of two to three times during their professional tenure. Among them, the percentage of females was learned to be more compared to males. However, the frequency of shifts was more in males compared to females. This can be due to the fact that in India, females have their own limitations to shift their jobs as they are bounded by personal factors compared to males. On the other hand, males reported to shift their job frequently due to poor scope of professional growth at workplace.

Similar trend was observed in the group of professionals who had not shifted their job even once, where the percentage of females was more compared to males. However, the majority of male and female professionals who have reported no job shift were found to work in institutional setup. In addition, female professionals were found to be private practitioners and no male professionals were observed to be in private practice. This can be due to the fact that female professionals' personal reasons might have bound them to take up private practice.

Job satisfaction at the current workplace

The majority of the professionals reported the presence of job satisfaction. Almost the same percentage of professionals also expressed neutral view on job satisfaction. However, a few of them reported to be unsatisfied with their current job. This can be due to low salary, no scope of professional growth, and unsatisfied job profile as mentioned by the participants. Further, unsatisfied job profiles can be related to educational qualification of the professionals. Goswami et al . found out that income satisfaction is directly correlated with work satisfaction.[ 7 ]

More percentage of professionals working in India reported that they would want to continue to work in India. In the Indian scenario, females outnumber males in the field of speech and hearing, and females are bound to work in a place where the family is put up. They have also reasoned out that the main reason to stay back in India is family. A few express that better salary, respect, scope of professional growth, and quality of life are the major factors to work abroad. It has been reported that imbalance between income and workload was found to be a major reason for job dissatisfaction in India.[ 7 ]

The majority of the professionals working abroad preferred working in abroad due to income satisfaction. As indicated earlier, income satisfaction has been found to be directly correlated to work satisfaction.[ 7 ] The current findings are also in consonance with the findings of Nambiar and Shah, who found that better financial gains were the main reason for brain drain among speech and hearing postgraduates.[ 5 ] Job satisfaction and personal reasons were found to be main reason for preferring to work or shift back to India. This is unlike what has been reported in the study by Goswami et al . as the salary provided here in India is relatively less compared to foreign countries.[ 7 ]

In sum, lower income, poor professional growth, and unsatisfied job profile are the major reasons for brain drain in India. Similar findings have been found in the previous studies as well.

A regular close evaluation of reasons for frequent brain drain is required by the concerned bodies in India. After such evaluations, steps should be taken to rectify the same. Such careful actions can lead to increase in potential employment opportunities for efficient fully trained speech and hearing professionals in India. This will, in turn, escalate good quality speech and hearing services in India. It is suggested to conduct such studies in every region of India to know the requirements in each state and accordingly take actions to improvise the same. Furthermore, future follow-up studies should be taken up in terms of impact studies.

Financial support and sponsorship

This study was supported by Indian Speech-Language and Hearing Association.

Conflicts of interest

There are no conflicts of interest.

Questionnaire

Factors affecting job selection by speech and hearing professionals in India

Instructions: Answering all the questions is MANDATORY. We assure you that your name or your institution name will not be disclosed anywhere. Please fill in the following questionnaire based on your opinion and experience. In case any question is not applicable to you, please write the same. We assure you that your name will not be disclosed anywhere

DEMOGRAPHIC DETAILS

Age/Gender:

Your highest educational qualification in the field of speech and hearing (Multiple Choice):

B. Sc. in Speech and Hearing/B. ASLP
M. Sc. in Speech and Hearing/M. ASLP
M. Sc. in Audiology
M. Sc. in Speech-Language Pathology
Ph. D. in Speech and Hearing
Ph. D. in Speech-Language Pathology
Ph. D. in Audiology

Currently working in (Dropdown – States Name plus abroad)

Present Designation (Checkboxes – where a person can choose more than one option):

Audiologist
Speech-Language Pathologist
Lecturer/Assistant Professor
Reader/Associate Professor
Research Officer
Private Practitioner
Presently unemployed

Setup in which you are currently working (Checkboxes – where a person can choose more than one option):

Central Government
State Government
Nongovernmental Organization
Teaching Institute
Nonteaching Institute
Hospital Setup
Clinical Setup
School Setup
Industrial Setup

Actual Salary (INR) per month:

If in government setup, then you come under which of the following pay commission?

6 th pay commission
7 th pay commission

If 6 th pay commission, then mention the grade pay in the space given below or if you come under 7 th pay commission, then mention the pay band and the level in the given space

If working in a private sector, then mention the increment in salary given per year in the space provided below.

How many places have you worked till date?
What kind of setups were those?
Institution
Private Clinic
Independent Practice
Why did you choose to work there?
Interested in the job profile
Salary was good
Workplace is in my hometown
Had no other option
To explore various work setups
To gain experience
What made you change/shift workplace?
Unsatisfied with the salary
No scope for professional growth
My educational qualification did not match with the job profile
Unsatisfied with the management
No work satisfaction
Personal reasons
What factors do you basically look for while choosing a setup or job? (Please mention the factors in order of your preference separating them with semicolons)
Rate your satisfaction level with your current work on the following scale
Completely unsatisfied
Unsatisfied
Highly satisfied
Cite the reasons for your satisfaction level at your current workplace
Do you think that your job profile was worth your educational qualification in the places you have worked?
Would you like to work in India or abroad?
Cite the reasons for working either in India or abroad
Any other remarks

Acknowledgment

We would like to thank all the speech and hearing professionals participating in the e-survey.

Brain drain; lower income; manpower; work satisfaction

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Tuberculosis and the brain drain problem

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Ken Michael A Jumagdao, Dwyane Roz L Refuerzo, Altea Mae C Caing, Sophia Samantha W Carillo, Vincent Simon M Dumas, Katrina Heart R Avila, Kyle Jomarc M Siayngco, Niñoval F Pacaol, Tuberculosis and the brain drain problem, Journal of Public Health , 2024;, fdae090, https://doi.org/10.1093/pubmed/fdae090

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Tuberculosis (TB) has long been a persistent public health challenge in the Philippines. In a recent correspondence, Corpuz 1 argued that the Philippines face limited resources, inadequate infrastructure, and socio-cultural factors that may impede effective TB infection prevention and control (TB-IPC) implementation. He went on to suggest that strategic planning, prioritization of TB-IPC guidelines, effective governance, leadership, and accountability at provincial and local levels are critical for successful tuberculosis control measures. Though the analysis identifies essential concerns such as limited resources, inadequate infrastructure, and socio-cultural hurdles, one major factor impacting TB-IPC efforts that is often overlooked is the ‘brain drain’ of nursing professionals leaving the Philippines as well as the lack of sufficient social workers—issues widely discussed but rarely explored in relation to tuberculosis.

The Philippines has a severe shortage of nurses and other workers in the healthcare sector, which can be attributed to the brain drain where many qualified professionals moved abroad in search of greener opportunities. 2 The loss of human resources has a much more negative impact on the country’s healthcare system. Inadequate healthcare staffing directly adds to the restricted resources and infrastructure issues. In addition, the insufficient number of social workers in the field compounds the difficulties of TB-IPC. A TB social worker ‘assists those who have active TB and those who are at risk of developing active TB. As in many social work settings, TB social workers are a part of an interdisciplinary team that works together to increase patient treatment compliance’. 3 The lack of social support systems reinforces socio-cultural hurdles such as stigma, ignorance, and poor health-seeking behaviors, which stymie TB control initiatives. 4

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Oklahoma sees jump in job creation rankings, reversal of the 'brain drain' of 2010s

More than half of the nation’s jobs created in the past five years have come in two states: Texas and Florida.

They’re at the forefront of a job creation revolution in which states with lower wages and a lower cost of living are gaining the highest share of new jobs, according to a new Stateline analysis of U.S. Bureau of Labor Statistics data .

Meanwhile, high-wage states such as California, New York, Washington state and Massachusetts tumbled out of the top 10. California, which had the highest share of new jobs from 2014-2019, crashed to the very bottom in job creation.

The changes closely follow state-by-state labor trends in the years during and since the COVID-19 pandemic. Employers have been less willing to create jobs in higher-wage states. Workers, meanwhile, are avoiding skyrocketing housing costs and taking advantage of new options for remote work.

“In the pandemic’s wake, workers are likely playing a bigger role because many have new flexibility about where to work and live,” said Aaron Sojourner, a labor economist at the W.E. Upjohn Institute for Employment Research in Kalamazoo, Michigan.

More: Business courts coming to Oklahoma City, Tulsa? Task force to consider Stitt's request

“About 1 in 10 U.S. workers now work fully remote jobs, an expansion enabled by organizations’ investments in distributed work capacity during the pandemic,” Sojourner said. “Many families with high-paying remote jobs migrated towards areas with lower living costs because they’re no longer tethered to a high-cost place.”

Between 2014 and 2019, California gained 1.4 million new jobs — more than any other state and 12% of the national total. But for the past five years California has been dead last in job creation, losing about 214,000 jobs. Texas moved into first place during that time, seeing almost 1.3 million new jobs, almost one-third of all new jobs created nationally.

Florida was not far behind, with about 911,000 new jobs, almost 25% of the national total of about 4 million.

Besides California, which plunged from No. 1 to No. 51 in job creation for the states and the District of Columbia, New York fell from No. 5 to No. 50, and Massachusetts from No. 7 to No. 47.

Washington state, Michigan and Tennessee also fell out of the top 10, while Arizona, Utah, Virginia, South Carolina, Oklahoma and Colorado moved into the top 10.

Why is job creation lagging in some states?

High wages in some states are playing a part in lagging job creation, according to an April analysis by the Economic Innovation Group, a Washington, D.C.-based research organization.

California and New York have average salaries about 18-20% higher than the national average of $65,500, while Texas and Florida are 6-7% lower, according to federal Occupational Employment and Wage Statistics data .

“For the first time since the Great Recession, the richest metro areas are no longer creating the majority of new jobs in the U.S.,” the report noted.

Some of the shift in job fortunes comes from a struggle between California’s Silicon Valley and Texas’ capital city of Austin for primacy in tech jobs. California’s share of tech jobs began to plummet during the pandemic as Texas’ share rose.

In a 2020 Wall Street Journal opinion piece headlined “California, Love It and Leave It,” venture capital entrepreneur Joe Lonsdale described moving his company from San Francisco to “a new land of opportunity: Texas.” He blamed bureaucracy for slowing business progress during the pandemic and restrictive zoning that made it impossible for employees to afford housing near their jobs.

More recently, Jeffrey VonderHaar discussed in February his plans to move much of his business, Specialized Orthopedic Solutions Inc., which involves manufacturing prosthetic limbs and other medical equipment, back to Texas after 14 years in California. In an interview with Business Insider , he complained of business regulations and taxes in California, as well as high housing prices that fed homelessness and people living in parked RVs near his office in suburban Los Angeles.

Last year, Texas Republican Gov. Greg Abbott gleefully proclaimed Austin “THE destination for the world’s leading tech companies” in a tweet , mentioning Tesla ’s and Samsung ’s expanding operations in the Austin area. Democratic U.S. Rep. Lloyd Doggett, who represents the Austin area, told Stateline that Samsung is building a third semiconductor fabrication plant in the area and already employs thousands of Texans.

But recent cutbacks in tech have led to setbacks in Texas as well as in California . Oracle announced in April a move to Nashville, Tennessee, from Austin, where it had built a massive lakefront campus with the help of tax breaks, citing even more generous incentives from Tennessee. Tennessee approved $65 million in tax incentives in 2021, when Oracle pledged to bring in about 8,500 jobs; Tennessee’s average salary is also about 5% lower than in Texas.

Oklahoma has had a huge boost in job creation, according to rankings

Oklahoma made the biggest jump in the Stateline analysis of job creation rankings, from No. 31 to No. 9. The state has seen a reversal of the “brain drain” it experienced in the late 2010s, a period when it lost educated residents to other states, according to research this year by the Oklahoma City branch of the Federal Reserve Bank of Kansas City.

The state had been losing college graduates and higher-income people to other states before the pandemic, but that has reversed, said Chad Wilkerson, the Oklahoma City branch executive for the bank and author of the report.

Leaders want to grow Oklahoma’s job landscape beyond the cyclical energy industry that attracts blue-collar workers but also creates boom-and-bust cycles, Wilkerson said. Many new Oklahomans have higher education levels and are employed in business services such as research and development and engineering, as well as retail management, reflecting both population growth and a more diverse economy.

“It’s been intentional to some degree by chambers [of commerce] and state policy, the desire to attract more than just oil and gas,” said Wilkerson.

More: TIF incentives in Edmond have attracted $158M in development. Here's a look at the projects

The privately funded Tulsa Remote program, for example, has brought in thousands of remote tech workers from other states with a promise of lower living costs and a shared work space to encourage networking and friendship. A 2021 study found that $4.5 million spent luring new residents paid off in the form of $62 million in new jobs — both for those workers and other jobs created to support them.

Most states have some form of job creation incentives and evaluate them regularly for effectiveness. Oklahoma has tax incentives for data processing and research and development jobs, and a state commission last year recommended keeping them.

State tax incentives can pay off in the long run, but the effect is modest, said Robert Chirinko, a University of Illinois finance professor whose most recent study of state job creation tax incentives was published in September by the National Tax Journal.

Florida has enjoyed a decade of job creation, moving up the rankings from No. 3 to No. 2 in the past five years. But overall, its economic landscape is mixed.

Wages have not kept up with inflation, and housing prices in the Miami area are especially high, making poverty an increasing concern, according to a report last year by Florida International University’s Center for Labor Research and Studies.

“It is a tale of rich and poor,” said Ravi Gajendran, a business professor at Florida International University in Miami. “A lot of the migration [to Florida] is due to well-off individuals moving to Miami, which is part of the reason why real estate prices have risen here to a greater extent.

“For someone moving from New York or California, real estate prices are still cheap here in Miami,” he said. “But for local Miamians, this increases real estate and rental costs, making it less affordable to stay here.”

Oklahoma Voice is part of States Newsroom, a nonprofit news network supported by grants and a coalition of donors as a 501c(3) public charity. Oklahoma Voice maintains editorial independence. Contact Editor Janelle Stecklein for questions: [email protected] . Follow Oklahoma Voice on Facebook and Twitter .

Patient Care & Health Information
Diseases & Conditions
Childhood apraxia of speech

Childhood apraxia of speech (CAS) is a rare speech disorder. Children with this disorder have trouble controlling their lips, jaws and tongues when speaking.

In CAS , the brain has trouble planning for speech movement. The brain isn't able to properly direct the movements needed for speech. The speech muscles aren't weak, but the muscles don't form words the right way.

To speak correctly, the brain has to make plans that tell the speech muscles how to move the lips, jaw and tongue. The movements usually result in accurate sounds and words spoken at the proper speed and rhythm. CAS affects this process.

CAS is often treated with speech therapy. During speech therapy, a speech-language pathologist teaches the child to practice the correct way to say words, syllables and phrases.

Children with childhood apraxia of speech (CAS) may have a variety of speech symptoms. Symptoms vary depending on a child's age and the severity of the speech problems.

CAS can result in:

Babbling less or making fewer vocal sounds than is typical between the ages of 7 to 12 months.
Speaking first words late, typically after ages 12 to 18 months old.
Using a limited number of consonants and vowels.
Often leaving out sounds when speaking.
Using speech that is hard to understand.

These symptoms are usually noticed between ages 18 months and 2 years. Symptoms at this age may indicate suspected CAS . Suspected CAS means a child may potentially have this speech disorder. The child's speech development should be watched to determine if therapy should begin.

Children usually produce more speech between ages 2 and 4. Signs that may indicate CAS include:

Vowel and consonant distortions.
Pauses between syllables or words.
Voicing errors, such as "pie" sounding like "bye."

Many children with CAS have trouble getting their jaws, lips and tongues to the correct positions to make a sound. They also may have a hard time moving smoothly to the next sound.

Many children with CAS also have language problems, such as reduced vocabulary or trouble with word order.

Some symptoms may be unique to children with CAS , which helps to make a diagnosis. However, some symptoms of CAS are also symptoms of other types of speech or language disorders. It's hard to diagnose CAS if a child has only symptoms that are found both in CAS and in other disorders.

Some characteristics, sometimes called markers, help distinguish CAS from other types of speech disorders. Those associated with CAS include:

Trouble moving smoothly from one sound, syllable or word to another.
Groping movements with the jaw, lips or tongue to try to make the correct movement for speech sounds.
Vowel distortions, such as trying to use the correct vowel but saying it incorrectly.
Using the wrong stress in a word, such as pronouncing "banana" as "BUH-nan-uh" instead of "buh-NAN-uh."
Using equal emphasis on all syllables, such as saying "BUH-NAN-UH."
Separation of syllables, such as putting a pause or gap between syllables.
Inconsistency, such as making different errors when trying to say the same word a second time.
Having a hard time imitating simple words.
Voicing errors, such as saying "down" instead of "town."

Other speech disorders sometimes confused with CAS

Some speech sound disorders often get confused with CAS because some of the symptoms may overlap. These speech sound disorders include articulation disorders, phonological disorders and dysarthria.

A child with an articulation or phonological disorder has trouble learning how to make and use specific sounds. Unlike in CAS , the child doesn't have trouble planning or coordinating the movements to speak. Articulation and phonological disorders are more common than CAS .

Articulation or phonological speech errors may include:

Substituting sounds. The child might say "fum" instead of "thumb," "wabbit" instead of "rabbit" or "tup" instead of "cup."
Leaving out final consonants. A child with CAS might say "duh" instead of "duck" or "uh" instead of "up."
Stopping the airstream. The child might say "tun" instead of "sun" or "doo" instead of "zoo."
Simplifying sound combinations. The child might say "ting" instead of "string" or "fog" instead of "frog."

Dysarthria is a speech disorder that occurs because the speech muscles are weak. Making speech sounds is hard because the speech muscles can't move as far, as quickly or as strongly as they do during typical speech. People with dysarthria may also have a hoarse, soft or even strained voice. Or they may have slurred or slow speech.

Dysarthria is often easier to identify than CAS . However, when dysarthria is caused by damage to areas of the brain that affect coordination, it can be hard to determine the differences between CAS and dysarthria.

Childhood apraxia of speech (CAS) has a number of possible causes. But often a cause can't be determined. There usually isn't an observable problem in the brain of a child with CAS .

However, CAS can be the result of brain conditions or injury. These may include a stroke, infections or traumatic brain injury.

CAS also may occur as a symptom of a genetic disorder, syndrome or metabolic condition.

CAS is sometimes referred to as developmental apraxia. But children with CAS don't make typical developmental sound errors and they don't grow out of CAS . This is unlike children with delayed speech or developmental disorders who typically follow patterns in speech and sounds development but at a slower pace than usual.

Risk factors

Changes in the FOXP2 gene appear to increase the risk of childhood apraxia of speech (CAS) and other speech and language disorders. The FOXP2 gene may be involved in how certain nerves and pathways in the brain develop. Researchers continue to study how changes in the FOXP2 gene may affect motor coordination and speech and language processing in the brain. Other genes also may impact motor speech development.

Complications

Many children with childhood apraxia of speech (CAS) have other problems that affect their ability to communicate. These problems aren't due to CAS , but they may be seen along with CAS .

Symptoms or problems that are often present along with CAS include:

Delayed language. This may include trouble understanding speech, reduced vocabulary, or not using correct grammar when putting words together in a phrase or sentence.
Delays in intellectual and motor development and problems with reading, spelling and writing.
Trouble with gross and fine motor movement skills or coordination.
Trouble using communication in social interactions.

Diagnosing and treating childhood apraxia of speech at an early stage may reduce the risk of long-term persistence of the problem. If your child experiences speech problems, have a speech-language pathologist evaluate your child as soon as you notice any speech problems.

Childhood apraxia of speech care at Mayo Clinic

Jankovic J, et al., eds. Dysarthria and apraxia of speech. In: Bradley and Daroff's Neurology in Clinical Practice. 8th ed. Elsevier; 2022. https://www.clinicalkey.com. Accessed April 6, 2023.
Carter J, et al. Etiology of speech and language disorders in children. https://www.uptodate.com/contents/search. Accessed April 6, 2023.
Childhood apraxia of speech. American Speech-Language-Hearing Association. https://www.asha.org/public/speech/disorders/childhood-apraxia-of-speech/. Accessed April 6, 2023.
Apraxia of speech. National Institute on Deafness and Other Communication Disorders. http://www.nidcd.nih.gov/health/voice/pages/apraxia.aspx. Accessed April 6, 2023.
Ng WL, et al. Predicting treatment of outcomes in rapid syllable transition treatment: An individual participant data meta-analysis. Journal of Speech, Language and Hearing Research. 2022; doi:10.1044/2022_JSLHR-21-00617.
Speech sound disorders. American Speech-Language-Hearing Association. http://www.asha.org/public/speech/disorders/SpeechSoundDisorders/. Accessed April 6, 2023.
Iuzzini-Seigel J. Prologue to the forum: Care of the whole child — Key considerations when working with children with childhood apraxia of speech. Language, Speech and Hearing Services in Schools. 2022; doi:10.1044/2022_LSHSS-22-00119.
Namasivayam AK, et al. Speech sound disorders in children: An articulatory phonology perspective. 2020; doi:10.3389/fpsyg.2019.02998.
Strand EA. Dynamic temporal and tactile cueing: A treatment strategy for childhood apraxia of speech. American Journal of Speech-Language Pathology. 2020; doi:10.1044/2019_AJSLP-19-0005.
Ami TR. Allscripts EPSi. Mayo Clinic. March 13, 2023.
Kliegman RM, et al. Language development and communication disorders. In: Nelson Textbook of Pediatrics. 21st ed. Elsevier; 2020. https://www.clinicalkey.com. Accessed April 6, 2023.
Adam MP, et al., eds. FOXP2-related speech and language disorder. In: GeneReviews. University of Washington, Seattle; 1993-2023. https://www.ncbi.nlm.nih.gov/books/NBK1116. Accessed April 6, 2023.
How is CAS diagnosed? Childhood Apraxia of Speech Association of North America. https://www.apraxia-kids.org/apraxia_kids_library/how-is-cas-diagnosed/. Accessed April 13, 2023.
Chenausky KV, et al. The importance of deep speech phenotyping for neurodevelopmental and genetic disorders: A conceptual review. Journal of Neurodevelopmental Disorders. 2022; doi:10.1186/s11689-022-09443-z.
Strand EA. Dynamic temporal and tactile cueing: A treatment strategy for childhood apraxia of speech. American Journal of Speech Language Pathology. 2020; doi:10.1044/2019_AJSLP-19-0005.
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A PyTorch-based Speech Toolkit

speechbrain/speechbrain

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Exciting News (January, 2024): Discover what is new in SpeechBrain 1.0 here !

🗣️💬 What SpeechBrain Offers

SpeechBrain is an open-source PyTorch toolkit that accelerates Conversational AI development, i.e., the technology behind speech assistants , chatbots , and large language models .

It is crafted for fast and easy creation of advanced technologies for Speech and Text Processing.

With the rise of deep learning , once-distant domains like speech processing and NLP are now very close. A well-designed neural network and large datasets are all you need.

We think it is now time for a holistic toolkit that, mimicking the human brain, jointly supports diverse technologies for complex Conversational AI systems.

This spans speech recognition , speaker recognition , speech enhancement , speech separation , language modeling , dialogue , and beyond.

📚 Training Recipes

We share over 200 competitive training recipes on more than 40 datasets supporting 20 speech and text processing tasks (see below).

We support both training from scratch and fine-tuning pretrained models such as Whisper , Wav2Vec2 , WavLM , Hubert , GPT2 , Llama2 , and beyond. The models on HuggingFace can be easily plugged in and fine-tuned.

For any task, you train the model using these commands:

The hyperparameters are encapsulated in a YAML file, while the training process is orchestrated through a Python script.

We maintained a consistent code structure across different tasks.

For better replicability, training logs and checkpoints are hosted on Dropbox.

Pretrained Models and Inference

Access over 100 pretrained models hosted on HuggingFace .
Each model comes with a user-friendly interface for seamless inference. For example, transcribing speech using a pretrained model requires just three lines of code:

Documentation

We are deeply dedicated to promoting inclusivity and education.
We have authored over 30 tutorials on Google Colab that not only describe how SpeechBrain works but also help users familiarize themselves with Conversational AI.
Every class or function has clear explanations and examples that you can run. Check out the documentation for more details 📚.

🎯 Use Cases

🚀 Research Acceleration : Speeding up academic and industrial research. You can develop and integrate new models effortlessly, comparing their performance against our baselines.

⚡️ Rapid Prototyping : Ideal for quick prototyping in time-sensitive projects.

🎓 Educational Tool : SpeechBrain's simplicity makes it a valuable educational resource. It is used by institutions like Mila , Concordia University , Avignon University , and many others for student training.

🚀 Quick Start

To get started with SpeechBrain, follow these simple steps:

🛠️ Installation

Install via pypi.

Install SpeechBrain using PyPI:

Access SpeechBrain in your Python code:

Install from GitHub

This installation is recommended for users who wish to conduct experiments and customize the toolkit according to their needs.

Clone the GitHub repository and install the requirements:

Any modifications made to the speechbrain package will be automatically reflected, thanks to the --editable flag.

✔️ Test Installation

Ensure your installation is correct by running the following commands:

🏃‍♂️ Running an Experiment

In SpeechBrain, you can train a model for any task using the following steps:

The results will be saved in the output_folder specified in the YAML file.

📘 Learning SpeechBrain

Website: Explore general information on the official website .

Tutorials: Start with basic tutorials covering fundamental functionalities. Find advanced tutorials and topics in the Tutorials menu on the SpeechBrain website .

Documentation: Detailed information on the SpeechBrain API, contribution guidelines, and code is available in the documentation .

🔧 Supported Technologies

SpeechBrain is a versatile framework designed for implementing a wide range of technologies within the field of Conversational AI.
It excels not only in individual task implementations but also in combining various technologies into complex pipelines.

🎙️ Speech/Audio Processing

Tasks	Datasets	Technologies/Models
Speech Recognition	, , , , , , , , , ,	, , , , , , ), , , , ,
Speaker Recognition		, , , ,
Speech Separation	, , , , ,	, , , ,
Speech Enhancement	,	, , , , ,
Text-to-Speech	,	, ,
Vocoding	,	,
Spoken Language Understanding	, , ,	, ,
Speech-to-Speech Translation		, ,
Speech Translation	,
Emotion Classification	,	, ,
Language Identification	,
Voice Activity Detection
Sound Classification	,	,
Self-Supervised Learning	,
Interpretability		, ,
Speech Generation		,
Metric Learning	,	,
Alignment		, ,
Diarization		, ,

📝 Text Processing

Tasks	Datasets	Technologies/Models
Language Modeling	,	, ,
Response Generation		,
Grapheme-to-Phoneme		, , ,

🔍 Additional Features

SpeechBrain includes a range of native functionalities that enhance the development of Conversational AI technologies. Here are some examples:

Training Orchestration: The Brain class serves as a fully customizable tool for managing training and evaluation loops over data. It simplifies training loops while providing the flexibility to override any part of the process.

Hyperparameter Management: A YAML-based hyperparameter file specifies all hyperparameters, from individual numbers (e.g., learning rate) to complete objects (e.g., custom models). This elegant solution drastically simplifies the training script.

Dynamic Dataloader: Enables flexible and efficient data reading.

GPU Training: Supports single and multi-GPU training, including distributed training.

Dynamic Batching: On-the-fly dynamic batching enhances the efficient processing of variable-length signals.

Mixed-Precision Training: Accelerates training through mixed-precision techniques.

Efficient Data Reading: Reads large datasets efficiently from a shared Network File System (NFS) via WebDataset .

Hugging Face Integration: Interfaces seamlessly with HuggingFace for popular models such as wav2vec2 and Hubert.

Orion Integration: Interfaces with Orion for hyperparameter tuning.

Speech Augmentation Techniques: Includes SpecAugment, Noise, Reverberation, and more.

Data Preparation Scripts: Includes scripts for preparing data for supported datasets.

SpeechBrain is rapidly evolving, with ongoing efforts to support a growing array of technologies in the future.

📊 Performance

SpeechBrain integrates a variety of technologies, including those that achieves competitive or state-of-the-art performance.

For a comprehensive overview of the achieved performance across different tasks, datasets, and technologies, please visit here .

SpeechBrain is released under the Apache License, version 2.0 , a popular BSD-like license.
You are free to redistribute SpeechBrain for both free and commercial purposes, with the condition of retaining license headers. Unlike the GPL, the Apache License is not viral, meaning you are not obligated to release modifications to the source code.

🔮Future Plans

We have ambitious plans for the future, with a focus on the following priorities:

Scale Up: Our aim is to provide comprehensive recipes and technologies for training massive models on extensive datasets.

Scale Down: While scaling up delivers unprecedented performance, we recognize the challenges of deploying large models in production scenarios. We are focusing on real-time, streamable, and small-footprint Conversational AI.

🤝 Contributing

SpeechBrain is a community-driven project, led by a core team with the support of numerous international collaborators.
We welcome contributions and ideas from the community. For more information, check here .
SpeechBrain is an academically driven project and relies on the passion and enthusiasm of its contributors.
As we cannot rely on the resources of a large company, we deeply appreciate any form of support, including donations or collaboration with the core team.
If you're interested in sponsoring SpeechBrain, please reach out to us at [email protected] .
A heartfelt thank you to all our sponsors, including the current ones:

📖 Citing SpeechBrain

If you use SpeechBrain in your research or business, please cite it using the following BibTeX entry:

Security policy

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Contributors 148

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IMAGES

Brain Drain Essay
what is brain drain and a good speech on brain drain
Essay on Brain Drain
Brain Drain Essay In English
Short Essay on Brain Drain in english /Speech on Brain Drain / Brain
Essay on Brain Drain for Students and Children

VIDEO

Effect of Brain Drain in Agriculture
Brain drain
PRESENTATION ON BRAIN DRAIN POLICY by NARENDRA GREAT PRESENTATION💯
How America Steals The Worlds Talent
The Brain Drain Video 1
some solution of brain drain

COMMENTS

3 Minute Speech On Brain Drain In English
Brain drain is a peril that threatens the economy of a country and puts it at a risk greater than any other. The reasons behind these educated and proficient personalities leaving are simple to state but complex to straighten out. The persons feel that their expertise is not respected, they might encounter disrespect or get offered way less ...
5 Minute Speech in Brain Drain in English for Students
There are ways to improve brain drain and the government is still working tirelessly on this. A few ways to improve this problem of brain drain could be to improve the rural areas, tackling unemployment, poverty, and other problems. This problem of brain drain leaves a huge impact on the country and even the state. The society suffers greatly.
1 Minute Speech on Brain Drain in English
1 Minute Speech on Brain Drain in English. Respected Principal, teachers and my dear friends, a wonderful morning to all of you. Today on this special occasion, I would like to speak some words on the topic- Brain Drain. We have often seen the scenario where talented individuals from our country move abroad to pursue their careers. This ...
Brain Drain Essay
100 Words Essay On Brain Drain. The term 'Brain Drain' is often used to refer to the emigration of highly educated or skilled individuals from one country to another. The loss of these individuals can have negative effects on the native country, including a shortage of qualified workers and deterioration of the quality of education and ...
Brain drain speech in english for students
About video- In this video you will see how to write speech on brain drain. This is very important topic for all students.Brain drain is one of the serious p...
Brain Drain Essay for Students in English
Brain Drain is the mass departure of talented and skilled individuals from a developing or under-developed country to a developing country. The Brain drain in simple words is defined as the migration of personnel in search of a better standard of living, quality of life, higher salaries, access to advanced technology, and more stable political conditions in the different places of the world.
Short Essay: Brain Drain
Brain drain, or the emigration of skilled and educated individuals from one country or region to another, typically for better pay or living conditions, is a multifaceted issue with significant implications for nations and their development. Writing a short essay on this topic requires a balanced exploration of its causes, effects, and possible ...
Essay on Brain Drain
Essay on Brain Drain. Brain drain refers to the movement of highly skilled and educated people from one country to another, where they can work in better conditions and earn more money. People migrate due to the lack of opportunities in their home country. The brain drain reduces economic growth through the depletion of a source country's ...
Brain Drain [Sample Essays and Vocabulary]
Sample Answer. In the modern era, it is common for people to move around the world for various reasons, including immigration purposes. This sometimes results in people leaving a poor country to go to a richer one, in a phenomenon that is sometimes known as "brain drain.". This essay will look into the reasons for this and also suggest some ...
PDF PREVENTING AND REVERSING BRAIN DRAIN
REVERSE BRAIN DRAIN Still, brain drain is an issue countries and companies need to tackle, to turn a vicious circle into a virtuous one. Even though brain drain affects developed countries such as New Zealand, where nearly a quarter of college graduates emigrate, brain drain has a greater impact on developing countries.
Brain Drain: The Great Indian Migration
The effect of brain drain on the Indian health sector: The emigration of health workers from India to GCC and western countries has been taking place for decades. And this is part of the reason for the shortage of nurses and doctors. As per government reports, India has 1.7 nurses per 1,000 population and a doctor to patient ratio of 1:1,404 ...
Brain Drain: Definition, Causes, Effects, and Examples
Brain drain is a slang term for a significant emigration of educated or talented individuals. A brain drain can result from turmoil within a nation, from there being better professional ...
Essay on Brain Drain
Short Essay on Brain Drain in English 150 words. Brain Drain implies the loss of a country in its share of skilled and genius people. These talented people migrate to other countries, which promise them better career prospects. Throughout the last few years, the matter of Brain Drain has been of a growing concern for India.
Brain Drain is Not a Bane for a Developing Country
Through this debate on Brain Drain let us discuss the factors that influence brain drain. Better living standards, higher income, better health services, a better working climate, and more incentives are only a few of the factors that attract skilled youths to move to advanced countries. One of the serious issues causing a brain drain in India ...
The Brain drain problem: its causes, consequences, remedies and the
Learn about the causes, consequences, remedies and the role of UNESCO in addressing the brain drain problem, a global challenge affecting human development.
Class 8 2.Speech Writing : 'Brain-Drain'
Write a speech on the 'Brain-Drain' phenomenon that India had to lace some years ago. Do not exceed 150 words. Ans. 'Brain-Drain'. Respected Principal Madam, worthy teachers and my dear friends. Today I am going to speak on the topic 'Brain Drain' - A Big Problem for Indian Economy and progress. Brain drain is an often a familiar ...
Essay on Brain Drain for Children and Students
You can use these brain drain essay in your school/college events like speech giving, essay writing and debate etc. Brain Drain Essay - 1 (200 words) ... Brain Drain a Common Phenomenon in Developing Countries. While certain first world counties such as UK have also experienced major brain drain, the phenomenon is more common in developing ...
Short Speech on "Brain Drain"
The term " Brain Drain " has come into limelight with the trend of educated and skilled people and workforce moving from one country to another to achieve career gains. The talent of such people as a result becomes available to the nation to which they relocate. The biggest disadvantage of brain drain is the depletion of talent from the ...
Brain drain Lesson Plan • The English Flows
Lesson plan overview. This B2-C1 ESL lesson plan is about brain drain, or human capital flight, which is a problem affecting many, mostly developing, countries. It can be used both as a Business English lesson and General English lesson. Students will discuss reasons for moving abroad, the situation in their countries, the negative consequences ...
The "Brain Drain" of Health Care Workers: Causes, Solutions and the
A major cause of the shortage in these countries is the migration of health care workers from developing to developed nations, a phenomenon known as the "brain drain". The loss of these workers is having devastating impacts globally, particularly in Sub-Saharan Africa and the Caribbean. Causes of the "brain drain" are numerous and ...
Brain drain from developing countries: how can brain drain be converted
Brain drain is the migration of skilled human resources for trade, education, etc. 1 Trained health professionals are needed in every part of the world. However, better standards of living and quality of life, higher salaries, access to advanced technology and more stable political conditions in the developed countries attract talent from less ...
Brain drain: How nasal and lymphatic drainage discovery could ...
Researchers in South Korea have discovered a network of lymphatic vessels at the back of the nose that help drain cerebral spinal fluid from the brain. The discovery could help end ...
Factors Leading to Brain Drain of Speech and Hearing Profess
reasons for brain drain which will, in turn, help in improvising the speech and hearing services in India. Methods An e-survey was conducted by circulating a questionnaire which included 10 questions seeking information on the type of job placement, number of shifts in job, the reasons for shifting jobs, satisfaction level at workplace, and percentage of professionals preferring India and/or ...
Tuberculosis and the brain drain problem
The Philippines has a severe shortage of nurses and other workers in the healthcare sector, which can be attributed to the brain drain where many qualified professionals moved abroad in search of greener opportunities. 2 The loss of human resources has a much more negative impact on the country's healthcare system. Inadequate healthcare ...
Differences in Left vs. Right Brain Stroke
Left-side strokes are more likely to affect speech. Right-brain strokes can affect spatial recognition. The effects of a stroke depend on the area of the brain affected and the severity of the stroke.
Oklahoma sees job creation boost, 'brain drain' reversal
Oklahoma has had a huge boost in job creation, according to rankings. Oklahoma made the biggest jump in the Stateline analysis of job creation rankings, from No. 31 to No. 9. The state has seen a reversal of the "brain drain" it experienced in the late 2010s, a period when it lost educated residents to other states, according to research ...
Is It a Sound of Music…or of Speech? Scientists Uncover How Our ...
Knowing how the human brain differentiates between music and speech can potentially benefit people with auditory or language disorders such as aphasia, the authors note. Melodic intonation therapy, for instance, is a promising approach to train people with aphasia to sing what they want to say, using their intact "musical mechanisms" to ...
Brain: How It Works, Function, Parts & Conditions
Your brain is an essential organ. All of your emotions, sensations, aspirations and everything that makes you uniquely individual come from your brain. This complex organ has many functions. It receives, processes and interprets information. Your brain also stores memories and controls your movements.
Childhood apraxia of speech
Childhood apraxia of speech (CAS) is a rare speech disorder. Children with this disorder have trouble controlling their lips, jaws and tongues when speaking. In CAS, the brain has trouble planning for speech movement. The brain isn't able to properly direct the movements needed for speech. The speech muscles aren't weak, but the muscles don't ...
GitHub
With the rise of deep learning, once-distant domains like speech processing and NLP are now very close.A well-designed neural network and large datasets are all you need. We think it is now time for a holistic toolkit that, mimicking the human brain, jointly supports diverse technologies for complex Conversational AI systems.. This spans speech recognition, speaker recognition, speech ...

1 Minute Speech on Brain Drain in English

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Brain Drain: The Great Indian Migration

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The effect of brain drain on the Indian health sector: