Ralphs, Stephen.Private and public sectors hold brain drain solutions. Willowdale: Computing Canada, vol.25, art.32, pg.9, 27 de agosto de 1999.
Private and public sectors hold brain drain solutions
Computing Canada; Willowdale; Aug 27, 1999; Stephen Ralphs;
Abstract:
Recently, the term "brain drain" reared its ugly head again, evoking a sense of national loss or outrage that Canada's best IT talent is being lured away by promises of wealth south of the border. Unfortunately, this is not a new phenomenon, but when large companies like Nortel Networks, LGS and Alias confirm these accusations, the finger-pointing starts again.
Copyright Plesman Publications Ltd. Aug 27, 1999
[Headnote]
If both stopped pointing fingers and started co-operating, they could put an end to this problem
Just recently, the term "brain drain" reared its ugly head again, evoking a sense of national loss or outrage that our best IT talent is being lured away by promises of wealth south of the border. Unfortunately, this is not a new phenomenon, but when large companies like Nortel Networks, LGS and Alias confirm these accusations, we start the finger-pointing exercise again.
Gaylen Duncan, president of the Information Technology of Canada (ITAC), was recently challenged by Prime Minister Jean Chretien to substantiate the IT industry's claims that Canada cannot keep these professionals.
To get both sides of this rather complex argument, I contacted an ex-colleague to find out the government's view. The government, my contact reported, might consider the IT industry's claims as simply whining from a sector of the economy whose salaries are higher than the national average.
The colleges and universities immediately become defensive as there is an implication that they do not produce enough IT graduates to allow for some leakage to the U.S.
In fact, a report issued by the Ontario College of Universities in 1998 disputes the claims that we do not produce enough IT graduates and offers a number of remedies. If you also add the federal government's special "open door" policy attracting IT resources mostly from Europe - also known as poaching - and the contribution the increasingly visible post-graduate private education institutions make by converting students into entrylevel IT employees, the supply side of the equation appears to be improving.
The government also feels that the IT industry is taking a backhand swipe at the taxation structure when we suggest that human capital is being lost to the United States.
So where is the truth here? Do we have enough people to service our IT industry today and, far more importantly, in the future? Is the current shortfall just in a particular age group and skill set? Are the inducements Canadian organizations use to attract and retain the brightest and best sufficient?
My guess is large Canadian organizations dislike the competition for resources.
But I have no doubt that many of those in the soughtafter under-30 age group, with above-average education and specific skills, are in fact choosing a career option south of the border, possibly not permanently: when a career opportunity presents itself, I believe many would consider returning to a more senior position in Canada.
However, what about the significant number of IT professionals and practitioners that with some investment can reinvent themselves as the flavour-of-the-month technician, and bring both team and work experience to the job?
Surely the long-term goal for Canada is to establish an internationally recognized pool of IT professionals who want to live, work and play in Canada, attracting investment and reversing the exodus. Both levels of government (federal and provincial) can easily support this. We have all the component parts to make this happen, including an IT Professional designation (ISP), in a number of provinces. All that is missing is the will of both private and public sector stakeholders to agree on what constitutes a pool of IT professionals, establish goals and make it happen.
There is no substitute for organizations that are willing to invest in their people, even if some up and leave. The insatiable appetite for educated resources south of the border will probably increase rather than decrease, given the recent projections of job vacancies, and that implies all stakeholders that contribute to the supply side have to work towards a common goal and demonstrate that a career in IT is both financially and professionally rewarding - and available in Canada.
Organizations such as the Canadian Information Processing Society, with its links to colleges and universities, the existing IT workforce and student bodies can all play roles as catalysts.
[Author note]
Stephen Ralphs is a senior partner with the I-SYS Group and can be reached at 75607,
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