Brain Drain Crisis: 30% of Lagos-Sponsored Civil Servants Choose to Stay Abroad After Training
Lagos State grapples with an unexpected consequence of its workforce development program as nearly one-third of civil servants sent abroad for training fail to return, according to recent revelations from state officials.
Lagos State Commissioner for Establishments and Training, Afolabi Ayantayo, disclosed that 30% of civil servants sponsored for overseas training in the past two years have opted to remain abroad. The announcement came during a press briefing marking Governor Babajide Sanwo-Olu’s second term achievements.
“Out of every 10 people we sponsor, three do not come back,” Ayantayo stated, highlighting the severity of the situation. The program, which saw over 23,000 civil servants participate in various training interventions between May 2022 and December 2024, included more than 185 specialized programs focusing on leadership development, regulatory compliance, and public service efficiency.
The state government’s investment in human capital development has been substantial, with 8,000 workers across different Ministries, Departments, and Agencies (MDAs) granted study leave for further qualifications in the past three years. Despite initiatives to retain talent, including a ₦35,000 wage increase, rural health allowances, and additional benefits for medical staff, the exodus continues.
Lagos State’s experience reflects a broader national challenge known as the “Japa wave,” where skilled professionals seek opportunities abroad. Despite being Nigeria’s most economically vibrant state, Lagos faces significant challenges in retaining its trained workforce who are attracted by better living conditions, stable infrastructure, and professional growth opportunities in foreign countries.
To address this growing concern, several potential solutions have emerged: – Implementation of service bonds requiring minimum post-training commitment – Development of comprehensive reintegration programs – Adoption of digital and hybrid training alternatives – Creation of diaspora exchange programs – Enhancement of retention incentives beyond monetary benefits
The situation underscores a critical need for systemic changes in how Nigeria develops and retains professional talent. While 70% of trained civil servants do return to their posts, the 30% loss rate represents a significant drain on public resources and human capital investment.
This challenge presents an opportunity for policymakers to reassess and strengthen retention strategies while maintaining essential capacity-building programs that are crucial for Lagos State’s development goals.
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