Rethinking the Talent Equation:How Ghana Can Compete in a Global Brain Economy
Rethinking the Talent Equation:
How Ghana Can Compete in a Global Brain Economy
As Ghana prepares for BRT 2025 under the theme “Managing the Talent Exodus: Leveraging Public-Private Partnerships for Growth,” by ISHMAEL YAMSON & ASSOCIATES on May 7th , the issue of youth migration is once again center stage. But beyond the statistics lies a deeper, more urgent challenge: how do we compete—and win—in a global economy where talent is the most sought-after currency?
This paper expands on the BRT 2025 conversation by reframing brain drain not as a crisis to survive, but as a moment to redesign Ghana’s future as a talent magnet nation.
In 2024 alone, over 80,000 Ghanaians applied for visas to study or work abroad. That’s more than the total number of graduates from all public universities in the country annually. This is not just a youth migration trend—it is an urgent signal: Ghana’s most ambitious minds are opting out of our systems.
And yet, brain drain is not a uniquely Ghanaian problem. What makes it critical for us is the cost of inaction. In a world increasingly driven by knowledge, skills, and innovation, talent is the new oil. Countries that fail to attract, retain, and engage their top minds are on track to lose economic competitiveness, civic vibrancy, and long-term sovereignty.
The question, then, is not how do we stop talent from leaving? Rather, it’s how do we make Ghana the most exciting place for ambitious Africans to live, work, build, and belong?
The Global Race for Talent Has Begun
The IMF warns that sub-Saharan Africa risks a human capital crisis. Already, the region loses $2 billion annually to health worker migration alone. In Ghana, 65% of trained nurses have applied to work abroad. In tech, it’s even more drastic: nearly 40% of top software engineering graduates in the last five years now work remotely for foreign companies—or have physically relocated.
But there’s a silver lining. Across the world, countries are not just fighting to keep talent—they’re competing to attract it. Canada, for instance, introduced the Global Talent Stream visa to fast-track high-skill migrants in 10 days. Estonia built a digital nation that lets anyone in the world become an “e-resident” and start a business remotely.
What do these have in common? A strategic understanding that talent follows opportunity, infrastructure, and dignity.
Building a Talent Magnet Economy
To reframe the narrative, Ghana must evolve from being a net exporter of talent to becoming a regional magnet for builders and thinkers. That requires action in five domains:
- Visionary Public-Private Collaboration
We don’t just need PPPs. We need talent compacts—shared commitments between government, corporates, universities, and communities to invest in opportunity pathways for young people. This includes scaling mentorship, apprenticeships, and startup co-investment funds. - Rewiring the Education Pipeline
Our education system still teaches for an industrial economy. Meanwhile, McKinsey reports that 50% of today’s work activities can already be automated. Ghana must invest in future-forward learning: AI fluency, green tech, digital infrastructure, and creative entrepreneurship. This isn’t a nice-to-have—it’s a competitiveness issue. - High-Aspiration Cities
Talent does not want to live in cities that don’t work. Clean air, stable internet, co-working spaces, access to green spaces, and culture matter. We need to think of Accra, Kumasi, and Tamale not just as administrative hubs, but as innovation-ready ecosystems. - Return Pathways for the Diaspora
The diaspora remits over $4.7 billion annually—but financial transfers are not the same as systems participation. What if we offered venture capital tax reliefs for diaspora investments? What if our embassies became diaspora innovation consulates, connecting external expertise with local challenges? - Exporting Talent Strategically
Ironically, the solution to brain drain might involve embracing talent exports—on our terms. South Korea, India, and the Philippines turned skilled migration into national strategies. They equipped citizens to thrive globally while building channels for re-entry, reinvestment, and remittance conversion into development capital.
A Final Word: Talent is Loyalty to Vision
Young people are not just chasing higher salaries. They are chasing systems that believe in them. If we design for that—if we build institutions worthy of their dreams—they will stay. They will return. They will lead.
The challenge before us is not technical—it is visionary. Ghana’s future will not be decided by how many people leave. It will be decided by how boldly we act to make staying (and returning) the most exciting option.
About the Author
Ethel Cofie is an award-winning tech entrepreneur, digital transformation strategist, and the founder of EDEL Technology Consulting. Recognized as one of Africa’s Most Influential Women in Business, she has advised governments and Multinational companies across the continent. Ethel is a sought-after public speaker and advocate for innovation, leadership, and inclusive growth, with her thought leadership featured on platforms like CNN and the BBC.
Connect with her at www.ethelcofie.com | LinkedIn: linkedin.com/in/ethelcofie | Email: contact@ethelcofie.com