Brunei's Struggle with Brain Drain Amid Wawasan 2035 Aspirations

As Brunei Darussalam races toward its ambitious Wawasan 2035 goals, a troubling trend threatens to derail its vision—a growing exodus of unrecognised and undervalued talents, dismissed by some as "problem kids" for seeking opportunities abroad. Why are Brunei’s brightest minds turning away despite calls for loyalty and service? This revealing report delves into the clash between national aspirations and government indifference, exposing the urgent need for reforms to respect and retain the talent that could shape Brunei’s future.

 

 

By Malai Hassan Othman

 

BANDAR SERI BEGAWAN, NOVEMBER 2024: In 2008, Brunei Darussalam introduced Wawasan Brunei 2035, an ambitious vision aimed at creating a highly educated, skilled, and accomplished populace, fostering a high quality of life and building a dynamic, sustainable economy by 2035.

 

It served as a roadmap to ensure prosperity long after the nation's oil reserves ran dry. 

 

However, as the year 2035 approaches, Brunei faces an unsettling paradox: the very citizens it seeks to elevate are leaving in droves. 

 

The brain drain phenomenon, often dismissed by some within the government as inconsequential or reflective of less-valued talent, is much broader - it deeply affects both overseas-educated scholars and graduates from Brunei's universities, raising pressing questions about the nation's future.

 

An Economy Trapped in Old Structures 

Brunei's economic reliance on oil and gas limits its sectoral diversity and growth. 

 

Efforts to broaden the economic base have been slow, resulting in a labour market dominated by public-sector employment. 

 

Both overseas-educated Bruneians and local graduates from institutions such as Universiti Brunei Darussalam (UBD) and Universiti Teknologi Brunei (UTB) enter a job market with limited opportunities for advancement, innovation, or competitive pay.

 

The 21st Century National Education System (SPN21) aims to prepare a skilled workforce through specialised programs in both vocational and academic streams, yet the country's economy has struggled to match this supply with demand.

 

Moreover, government and institutional attitudes often fail to recognise the contributions and potential of those who choose to leave, viewing their departure as a sign of inadequacy or personal dissatisfaction rather than a symptom of systemic economic issues. 

 

As Brunei invests heavily in free education from primary through tertiary levels, the outflow of graduates, especially scholarship recipients, has become a growing concern.

 

The Weight of Unemployment and Underemployment

Recent labour statistics reveal the extent of the challenge facing Brunei's youth. 

 

In 2021, youth unemployment stood at a high of 16.3% - a level much higher than adult unemployment rates. 

 

The limited availability of formal jobs with adequate career growth prospects impacts not only foreign-educated graduates but also those trained locally. 

 

The high dropout rate of men from tertiary education, driven by differing career interests and early entry into security and uniformed services, further complicates this issue, resulting in a gender imbalance at the higher education level that affects workforce composition and the availability of skilled labour. 

 

Underemployment is a pressing issue affecting all graduates. Despite years of higher education, many young professionals must settle for part-time work or roles unrelated to their fields. 

 

For some within the government, this is viewed as an inevitable outcome, further diminishing the perceived value of these individuals and exacerbating their desire to seek opportunities elsewhere. 

 

The Voices of a Disillusioned Generation

Aliya (not her real name), a graduate of a prestigious foreign university, returned to Brunei with high hopes. 

 

"I wanted to contribute to Wawasan 2035, but there was no room for my skills," she shared, reflecting on her frustrations after months of job hunting. 

 

She ultimately left for Singapore, where her talents in the service sector are valued. "Leaving home was hard, but staying meant stagnation." 

 

Ahmad (also not his real name), a mechanical engineer, now works in Australia. 

 

After facing underemployment in Brunei, he sought better opportunities abroad. 

 

"I have friends who stayed - they're stuck in roles that don't respect their qualifications," he explained. 

 

"It's not just about money; it's about growth and respect for what we bring." 

 

Such sentiments are often dismissed, with departures attributed to individual dissatisfaction rather than systemic failings. 

 

These experiences resonate with many local graduates from institutions such as UBD, UTB, and Politeknik Brunei.

 

The SPN21 framework aims to create a workforce reflective of the nation's needs, yet many graduates find themselves without suitable opportunities. 

 

One UBD graduate put it bluntly: "I studied locally because I believed in building my career here. 

 

But the job market doesn't match what we were trained for." Like many, he found himself underemployed and eventually decided to seek work abroad. 

 

A Symptom of Deeper Issues

The informal economy has become a refuge for some Bruneians, including graduates from vocational and technical programs. 

 

Faced with limited formal employment options, many turn to unregistered businesses, online ventures, or informal service work. 

 

This reliance on informal employment reflects both economic challenges and a system that fails to fully harness the skills and potential of its youth. 

 

"Without stable opportunities, we become invisible to the system," said one young entrepreneur, who spoke anonymously about his struggles within the informal sector.

 

The Sultan's Call: Loyalty Meets Harsh Realities 

His Majesty the Sultan has consistently urged Bruneian students who have studied abroad to fulfil their obligations and repay the nation’s investment. 

 

"Students who pursue their studies abroad must acknowledge that they are not just for themselves but also the nation," he stated. 

 

"Regardless of whether they are self-financed or bonded to the government, they could not shun the responsibility towards the government after finishing their studies."

 

Expressing his disappointment, he added, "Sadly, there are people who have chosen not to serve their own country after completing their studies. 

 

Whatever the reason is, these matters are against the etiquettes and are also non-patriotic." 

 

His Majesty called for loyalty and a patriotic spirit, stressing that "the nation's interests come first before the individuals themselves."

 

Yet, for many, loyalty and a patriotic spirit alone cannot outweigh economic realities. 

 

"I'm loyal and love my country, but loyalty and patriotic spirit cannot pay the bills," remarked a local returnee, reflecting on the struggle to find meaningful employment. 

 

For some policymakers, the reluctance to acknowledge the talents and contributions of those who leave only deepens their sense of disillusionment and alienation. 

 

Constructive Solutions: Bridging the Gap

 

To retain and fully utilise its talent, Brunei must address systemic issues head-on. Here are key recommendations:

• Revitalise the Private Sector: Brunei needs a thriving private sector to create meaningful jobs. Easing regulatory constraints, providing incentives for startups, and fostering public-private partnerships can stimulate growth and innovation.

• Competitive Compensation: Offering competitive salaries and benefits is essential to retain skilled professionals. Matching wages with regional competitors can make Brunei a more attractive place to work.

• Flexible Career Pathways: The government could introduce flexible programs to allow graduates to pursue specialised training or temporary placements abroad while committing to return and serve. This could foster greater loyalty and long-term retention.

• Economic Diversification: Accelerating efforts to diversify beyond oil and gas is vital. Focus should be placed on high-growth sectors such as technology, finance, and creative industries, providing pathways for new talent.

• Cultural and Social Reforms: Addressing restrictive social norms and creating a more inclusive, innovation-friendly environment can attract and retain talent, making Brunei a place where people want to work and thrive.

 

Conclusion: From Aspiration to Reality 

Brunei’s brain drain poses a formidable challenge to achieving Wawasan 2035. 

 

While loyalty and patriotism remain vital, they must be matched with real opportunities and systemic reforms. 

 

Only by creating a dynamic, inclusive economy and valuing its talented citizens can Brunei hope to transform its vision into a thriving reality.  (MHO/11/2024)

 

 

Two Decades Same Struggle - Brunei Malay's Entrepreneurs and Their Uphill Battle

Brunei’s Malay entrepreneurs have been caught in a cycle of struggle and stagnation for decades. Two studies, separated by 15 years, lay bare the reality: the same hurdles, the same fight, but with a ticking clock louder than ever. While the rest of the market races ahead, these entrepreneurs are left navigating a maze of competition, limited market access, and outdated support systems. 

 

Isn’t it time we demand better? Isn’t it time to break free from a dependence on government contracts and overcome the competition suffocating local ingenuity? For Brunei’s economic aspirations to soar and for Vision 2035 to be more than a slogan, the Malay entrepreneurial spirit must be empowered, supported, and unleashed. 

 

The stakes? An economy that thrives on every talent, initiative, and vision. The cost of inaction? More of the same—another two decades, another lament. Brunei, your time to act is now. The change must start from within. Are we ready to rise? MHO.

By Malai Hassan Othman

 

BANDAR SERI BEGAWAN, NOVEMBER 2024: Brunei’s economic narrative for its Malay entrepreneurs has remained largely unchanged over the past two decades. 

 

Two pivotal studies—one presented by the Dewan Perniagaan dan Perusahaan Melayu Brunei (DPPMB) during the Majlis Ilmu in conjunction with Brunei's 20th National Day in 2004, and another by Li Li Pang of the UBD School of Business and Economics, published in 2019—paint a strikingly similar picture. 

 

Despite the 15-year gap between their presentations, the challenges facing Brunei’s Malay entrepreneurs have evolved little, underscoring a systemic struggle that continues to weigh heavily on their prospects.

 

Limited Market Access and Competition: A Persistent Thorn 

 

In both studies, one of the most persistent challenges highlighted is the limited market access faced by Brunei’s Malay entrepreneurs. 

 

The DPPMB report 2004 emphasised how local entrepreneurs were sidelined by stiff competition from non-Bumiputera and expatriate businesses that dominate the local market and outmanoeuvre their Malay counterparts through extensive networks, superior access to capital, and operational flexibility. 

 

Fast forward to 2019, and Li Li Pang echoed similar concerns, noting that Malay entrepreneurs continue to grapple with the same limitations. Restricted resources, limited strategic networks, and bureaucratic hurdles make it difficult for these businesses to expand their reach beyond small local markets. 

 

Dependency on Government Contracts: A Fragile Lifeline 

 

Another stark parallel between both reports is the dependency on government contracts. Bumiputera entrepreneurs have relied on government projects as their economic lifeline for years. 

 

The DPPMB report underscored the risks of this dependency, warning that such reliance makes businesses highly vulnerable to shifts in government policy or spending. Fifteen years later, the landscape remains unchanged. 

 

According to Li Li Pang, limited diversification beyond government-supported sectors continues to trap Malay entrepreneurs in a precarious cycle, hampering their ability to innovate and compete independently. 

 

Capacity and Skills Deficits: The Innovation Gap 

 

The DPPMB findings in 2004 called attention to a severe gap in entrepreneurial capacity and skills among Brunei Malay business owners, attributing it to insufficient training, a lack of exposure to modern business practices, and minimal adaptation to technology. 

 

When Li Li Pang revisited this issue in 2019, the conclusions were nearly identical: local entrepreneurs were ill-equipped to navigate a rapidly evolving market dominated by technology and innovation. 

 

Efforts to build capacity through education and mentorship remained insufficient, and many Bumiputera businesses struggled to keep pace with global trends and competitors.

 

Regulatory Barriers: A Double-Edged Sword

 

Regulations and policies intended to support Bumiputera entrepreneurs have become a contentious topic. 

 

While DPPMB highlighted cumbersome bureaucratic processes that often hinder business growth, Li Li Pang noted that such policies remain poorly enforced and riddled with loopholes. 

 

Both reports stress that well-meaning initiatives often end up as double-edged swords, inadvertently favouring non-Bumiputera dominance while failing to provide meaningful support to local entrepreneurs.

 

Competition from Non-Bumiputera and Foreign Businesses: An Uneven Playing Field 

 

The competitive edge of non-Bumiputera and foreign businesses has long overshadowed Malay enterprises. 

 

In 2004, DPPMB detailed how expatriates and non-Bumiputera leveraged their networks, resources, and know-how to dominate the local market. 

 

Fast forward to 2019, and Li Li Pang observed that little had changed: expatriates continued to capture significant portions of the market share, leaving Malay entrepreneurs struggling to catch up. 

 

The cycle of 'Ali Baba' and now 'Ali Chandran' business practices has further entrenched the dominance of foreign influence, often at the expense of genuine Bumiputera engagement.

 

Proposed Measures: Pathways to Empowerment 

 

Both reports converge on the need for targeted measures to address these challenges. Among the proposed steps: 

1.     Capacity Building Programs: Comprehensive training, mentorship, and exposure to best practices. Collaboration with educational institutions and international bodies is crucial to bridging the skills gap. 

 

2.     Policy and Regulatory Reforms: Simplifying regulations to create a more business-friendly environment for Bumiputera entrepreneurs and enforcing policies with greater rigour to close loopholes. 

 

3.     Access to Financing: Providing tailored financial products, low-interest loans, and grants for Malay entrepreneurs to strengthen their capital base.

 

4.     Market Expansion Initiatives: Promoting Bumiputera businesses in regional and international markets through trade fairs, e-commerce platforms, and joint-venture opportunities.

 

5.     Networking and Collaboration: Fostering partnerships among Bumiputera entrepreneurs, GLCs, and private sector entities.

 

6.     Leveraging Technology: Encouraging technological adoption and innovation to boost productivity, efficiency, and market competitiveness. 

 

Two Decades, One Struggle 

 

The persistence of these challenges over two decades suggests more than just systemic inertia; it highlights the need for a paradigm shift. 

 

Brunei’s aspirations for Vision 2035 hinge on empowering all segments of society. 

 

However, without meaningful reforms, Malay entrepreneurs risk being left behind. 

 

The voices from 2004 and 2019, though separated by 15 years, remind us that the path to progress requires policy and an unwavering commitment to genuine change. 

 

The clock is ticking for Brunei’s Malay entrepreneurs, and the stakes have never been higher. (MHO/11/2024)

Brunei’s Youth Face Job Market Reality: Unfulfilled Promises and Rising Frustrations

Brunei's youth, equipped with degrees and ambition, face a stark reality: unemployment, underemployment, and systemic hurdles in a labour market that often falls short of its promises. With allegations of exploited job schemes and deceptive hiring practices, is the system designed to empower or entrap them? This report uncovers the truth behind the struggles and calls for urgent reform.

Behind the Frustration of Brunei's Young Job Seekers

By Malai Hassan Othman 

 

BANDAR SERI BEGAWAN, NOVEMBER 2024: In Brunei, the aspirations of young job seekers often collide with a harsh reality: high unemployment and underemployment persist despite numerous government-led initiatives intended to transform the labour market. For many graduates, securing stable, meaningful employment feels like a distant dream, leading to a growing sense of disillusionment. 

The Manpower Blueprint: A Double-Edged Sword? 

Launched in 2023, the Manpower Blueprint was touted as a transformative framework aimed at aligning Brunei’s workforce with the goals of *Wawasan Brunei 2035*. 

Its vision was to create a resilient, future-ready, and innovative labour force capable of adapting to global changes. 

While this ambition offered a glimmer of hope, it also underscored an uncomfortable truth: youth unemployment remains stubbornly high, with rates peaking at 16.8% among those aged 18-24 in recent years. 

Many young people find themselves in a frustrating cycle, unable to secure employment that matches their skills and education. 

A 32-year-old University of Brunei Darussalam (UBD) graduate summed up this sentiment: “I have tried everything. I-ready job opportunities came and went without permanence; every SPA exam felt like a mountain to climb, yet still, no permanent job—whether in the government or private sector.” 

This sense of being trapped resonates widely, as many perceive their educational qualifications as undervalued compared to experience or foreign degrees. 

Employment by Sector: Limited Opportunities for Diversification 

Brunei’s employment landscape is dominated by the services sector, which encompasses public administration, education, and other service-oriented roles. 

While this sector remains the largest employer, it offers limited pathways for economic diversification and skill development. 

Meanwhile, the industry sector, including manufacturing, construction, and energy, struggles with skill alignment and a shortage of specialised workers. 

This imbalance exacerbates job scarcity for fresh graduates, deepening the challenge of integrating young talent into the workforce. 

Job Fairs: Hope or Hollow Promises? 

Efforts like the *Jelajah Kerjaya 2024 Recruitment Drive* held in Belait represent commendable attempts by JobCentre Brunei to connect job seekers with potential employers. 

The event featured nineteen companies and multiple government agencies, symbolising a commitment to reducing unemployment. 

However, many young people remain sceptical of these efforts. “Job fairs feel like a revolving door,” a participant remarked. 

“I’ve attended many, but few lead to meaningful job offers.” While such events demonstrate goodwill, their effectiveness depends on broader structural reforms to ensure tangible outcomes. 

I-Ready and Internship Programs: Pathways or Pitfalls? 

The I-Ready program, intended to bridge the gap between education and employment, has faced criticism for being exploited by government agencies and private firms. 

 

Participants often recount experiences of being utilised as cheap labour, with minimal to no prospects for transitioning into permanent positions. 

 

Many express frustration at being stuck in temporary roles that do not offer job security or opportunities for professional growth. 

 

Numerous allegations have been made that certain agencies have exploited the I-Ready program to address staffing shortages caused by factors such as extended maternity leave or employees on in-service study abroad programs. 

 

As a result, instead of serving as a pathway to gainful, stable employment, these placements often become stop-gap solutions for organisational needs, leaving participants feeling undervalued and trapped in precarious positions.

 

“It’s supposed to be a stepping stone, but for many, it’s just a dead end,” said one former participant. 

 

This pattern of exploitation highlights the need for greater oversight and a renewed focus on genuine skill development. 

 

Similarly, other internship programs have been criticised for providing limited professional growth, often leaving participants unprepared for permanent employment. 

 

Without substantial improvements, these initiatives risk becoming hollow gestures that exacerbate rather than alleviate the challenges faced by Brunei’s youth.

Job Centre Manipulations: Phantom Openings for Compliance 

Allegations have surfaced that some employers misuse JobCentre Brunei’s job postings by placing mock advertisements for local positions merely to fulfil legal requirements before hiring foreign workers. 

“It’s an open secret,” a job seeker disclosed. 

“Many job ads are just for show—they were never meant for us.” 

Such practices deepen distrust in the job market and fuel the perception that local talent is undervalued or systematically sidelined by policies favouring external hires. 

 

MEMI: The Rise and Dissolution 

In 2018, Brunei established the Ministry of Energy, Manpower, and Industry (MEMI) to diversify the economy, reduce unemployment, and foster industrial growth. 

MEMI’s initiatives focused on workforce alignment, economic diversification, and promoting local employment through Bruneianisation. 

However, its abrupt dissolution in 2022—when it was absorbed into the Prime Minister’s Office as the Department of Energy—raised questions about the government’s strategic priorities. 

With no public explanation offered, this reorganisation left many speculating about the challenges and efficacy of MEMI’s mission. 

The Path Forward: Urgent Need for Structural Reforms 

The plight of Brunei’s youth underscores the need for systemic reforms that go beyond temporary solutions. 

Addressing skill mismatches, promoting economic diversification, and ensuring genuine, merit-based opportunities in the job market are essential. 

Experts emphasise that collaboration among government agencies, educational institutions, and the private sector is key. 

Programs like *I-Ready* must be reformed to prevent exploitation and provide clear pathways to meaningful, permanent roles. 

Moreover, ensuring transparency and fairness in job market practices—including addressing alleged manipulations within JobCentre Brunei—remains critical to restoring trust among job seekers. 

A more inclusive and diversified economy that values local talent will not only benefit Brunei’s youth but also contribute to the nation’s broader goals under *Wawasan 2035*. 

As Brunei works to create a labour market that is resilient, inclusive, and forward-looking, the story of MEMI serves as both a beacon of potential and a reminder of the challenges ahead. 

Without genuine commitment and bold systemic changes, the aspirations of Brunei’s young workforce may remain just that—aspirations. (MHO/11/2024)

Injury Time for Brunei's Malay Businesses: Will Real Change Finally Come?

We are in injury time. Decades of talk, studies, and promises have done little to break the cycle of struggle faced by Brunei’s Malay entrepreneurs. The challenges are known; the solutions are clear. What remains is the will to act—decisively and urgently. Without it, another two decades of stagnation await. The stakes have never been higher. Will we rise or let the clock run out?

Voices from the “Bual Bicara Ekonomi Melayu” Forum 

By Malai Hassan Othman

 

BANDAR SERI BEGAWAN, November 9, 2024  – The atmosphere at the Serikandi Banquet Hall was charged with anticipation and purpose. The “Bual Bicara Ekonomi Melayu” forum was no ordinary gathering; it marked a pivotal moment in Brunei’s journey toward economic transformation. 

 

Sharing the stage with Dr Haji Abdul Latif, President of the Federation of Malay Entrepreneurs (Persekutuan Peniaga-Peniaga Melayu Brunei/PPPMB), was both an honour and a call to action. 

 

Moderated by Tuan Haji Junaidi, a veteran information officer and respected voice in the community, the forum brought together Malay entrepreneurs from across the nation, eager to confront the realities and opportunities of their economic future. 

 

As a journalist who has spent years chronicling Brunei’s socio-economic landscape through my “Kopi Talk with MHO” forum, I felt compelled to share findings from two pivotal studies: one, a 2004 paper by the Dewan Perniagaan dan Perusahaan Melayu Brunei (DPPMB), and another, a 2019 study by Li Li Pang of UBD’s School of Economy. 

 

Both underscored a troubling reality: the challenges facing Malay entrepreneurs have persisted, virtually unchanged, over two decades.

Facing Old Demons in a New World  

In my opening remarks, I highlighted the stark fact that limited market access remains a significant burden for Malay entrepreneurs. 

 

Back in 2004, the DPPMB paper warned that local businesses were being outmanoeuvred by non-Bumiputera and expatriate competitors. 

 

Today, Li Li Pang’s study confirms that these struggles endure, with entrenched barriers and limited networks stifling growth. 

 

“The playing field is anything but level,” I told the audience. 

 

“And unless we confront these systemic issues head-on, we will continue to face the same challenges.” 

 

Dr Haji Abdul Latif, a powerful advocate for regulatory reform, spoke with conviction: “Complex procedures and weak enforcement leave local businesses at a disadvantage. We need clear rules and strong enforcement to create fair competition.” 

 

His words echoed through the hall, a clarion call for change.

A Familiar Voice, an Unchanged Struggle 

Haji Razali aka Lord Joe

Among the voices that rose during the discussion was that of Haji Razali, affectionately known as Lord Joe—a figure who needs no introduction to those familiar with Brunei’s entrepreneurial challenges. 

 

As a former President of the DPPMB (Malay Chamber of Commerce and Industry), he has long championed local businesses. 

 

When he stood to speak, his presence alone commanded attention. Drawing from his experience and reflections on a paper he presented at the Knowledge Convention in 2004, he delivered a stark reminder: “What we face today mirrors what we highlighted two decades ago. Without genuine reform and comprehensive support, we are destined to repeat the past.”

 

His voice, resolute yet tinged with frustration, served as a rallying cry for everyone present.

Beyond Dependency: A Call for Self-Reliance 

The forum made it clear that over-reliance on government contracts is a double-edged sword.

While these contracts provide stability, they often leave businesses vulnerable to policy shifts. 

 

The solution? Diversification and a move away from dependency. 

 

However, breaking free from old patterns demands more than policy change—it requires a shift in ‘mindset, mentality, and motivation.’ 

 

“We can no longer afford to operate with a fixed mindset,” I stressed. 

 

“To thrive, we need to be adaptable, innovative, and resilient.”

Building Strong Foundations: The 7Ms of Success 

While the 3Ms ignite the inner drive for change, the 7Ms —Money, Manpower, Materials, Machines, Method, Market, and Management —form the external structure for success. 

 

From securing access to capital to adopting new technologies and refining business methods, these fundamentals are critical. 

 

Dr. Haji Abdul Latif emphasised the need for capacity-building initiatives and training programs that prepare entrepreneurs for modern challenges.

 

“Our businesses must be equipped to compete not just locally but on a global scale,” he asserted.

A Shared Vision for the Future  

As the forum drew to a close, it became evident that the journey ahead would be neither easy nor short. 

 

However, the commitment to change was clear. 

 

“The clock is ticking,” I reminded the attendees. 

 

“We are in injury time, and the stakes are higher than ever.”

 

The room fell silent, the weight of those words lingering in the air. Brunei’s Malay entrepreneurs have the potential, the drive, and the will. What they need now is a path unburdened by old obstacles and a shared commitment to seize the opportunities ahead 

(MHO/11/2024)