It was meant to build a smarter workforce for a smarter Lagos. Instead, it has exposed one of the more sobering realities of Nigeria’s deepening brain drain crisis.
According to Lagos State’s Commissioner for Establishments and Training, Afolabi Ayantayo, 30% of civil servants who were sent abroad for training in the last two years have not returned to Nigeria. What was designed as an investment in the future of the state has, in many cases, turned into a one-way ticket out of the country.
Ayantayo made this revelation during a press briefing in Lagos to commemorate the second year of Governor Babajide Sanwo-Olu’s second term. With visible concern, he acknowledged that while 70% of trainees did return to resume duties, the remaining 30% vanished into foreign systems—swallowed up by what is now commonly known as the Japa wave.
“Out of every 10 people we sponsor, three do not come back,” he said. “This is not just a statistic. This is a wake-up call.”
A Symptom of a Larger Crisis
The numbers are staggering. Between May 2022 and December 2024 alone, over 23,000 civil servants underwent various local and international training interventions. More than 185 training programmes were organised to enhance leadership, regulatory compliance, and efficiency in public service delivery. Yet, a significant fraction of this investment has been lost—not to inefficiency, but to migration.
The commissioner also noted that in the last three years, 8,000 workers across different MDAs have taken study leave to improve their qualifications. While such policies are designed to encourage upskilling, they have also opened doors for many to leave and never look back.
It raises a difficult but urgent question: When does empowerment become enablement for exodus?
The True Cost of Japa
The government has not been indifferent to the economic reality plaguing its workforce. The Commissioner highlighted wage increases, bonuses, and allowances as part of ongoing efforts to make the civil service more attractive. From a ₦35,000 wage increase to rural health allowances and training fund payments for medical staff, Lagos is, in many ways, doing more than most states.
But salary increments are often no match for the promise of a stable economy, global exposure, better education for children, reliable healthcare, and yes—constant electricity.
The truth is painful but undeniable: Many professionals don’t just want more money. They want dignity, functionality, and hope. And increasingly, they’re finding those things outside the country.
So, What’s the Way Forward?
If Lagos, arguably Nigeria’s most progressive state, is facing a 30% return failure rate, then it’s clear that we’re dealing with a systemic issue—not just a local one. But this does not mean all is lost.
Here are a few ideas that can begin to reverse the tide:
Service Bonds: Government-funded international training should be tied to return contracts. A minimum number of service years must be fulfilled post-training or the cost repaid.
Post-Training Integration: Reintegration programmes should be designed to make returnees feel their new knowledge matters. Assignments, projects, or leadership roles tied to their newly acquired skills can motivate them to stay.
Digital Training Alternatives: In some cases, world-class training can be brought to Nigeria. Hybrid or virtual learning models can save costs and reduce the lure of not returning.
Diaspora Exchange Programmes: Instead of one-way sponsorships, establish mutual exchange programmes where foreign-based Nigerians return periodically to train local civil servants in Lagos.
Retention Incentives: Beyond pay, civil servants want growth, purpose, and structure. If we design public sector careers that allow for upward mobility and global relevance, the Japa dream might lose its shine.
This isn’t just a Lagos problem—it’s a national alarm. We must rethink how we train, retain, and value our professionals. Because when a training programme turns into an exit plan, it’s not just talent we’re losing—it’s the future.
Want to share your thoughts or personal experience around government-sponsored training and migration? Share your story with us at iJapa.ng—because the conversation starts with you.
