Letter to the Editor
By Ts Dr Muhammad Khusairy Bakri and Ahmad Faisal Mahdi
Sarawak’s ambition to achieve its development goals by 2030 is clear, but a glaring challenge threatens to derail these targets: the need for 30,000 skilled workers annually. According to the Ministry of Education, Innovation, and Talent Development (MEITD), Sarawak is far behind this goal, raising alarms over the state’s future workforce readiness. Speaking through a representative, Deputy Minister Datuk Francis Harden Hollis underscored that while industries may temporarily rely on foreign workers, this is not a sustainable long-term solution. The underlying issue is that Sarawak’s local talent pool is insufficient to meet the demands of a growing industrial and economic landscape, as also a lack of Sarawakians keen to work in Sarawak due to the poor environment and salaries, as well as job opportunities that are selective towards near-connections.
While the ministry acknowledges the problem, the question remains: why has this issue persisted, and what can be done to solve it? This article will explore actionable solutions to address Sarawak’s skilled workforce shortage and critically examine the role of the ministries in shaping the state’s talent development strategy.
The talent gap is not a recent discovery. For years, industry leaders and educators have voiced concerns over the mismatch between the skills needed in the workforce and the training available through educational institutions.
However, the magnitude of the problem is now more apparent than ever. With only six years left to achieve its 2030 vision, Sarawak faces the monumental task of producing 500,000 skilled workers. If Sarawak continues on its current trajectory, there is a high probability that it will fall short of this target, hampering industrial growth, foreign investments, and the overall socio-economic development of the state.
The root of the problem lies in several areas, including Education System Mismatch. Where the current technical and vocational education and training (TVET) programs do not adequately meet the needs of industries, leading to a skills mismatch. Low Interest in STEM. A spike in declining interest in Science, Technology, Engineering, and Mathematics (STEM) fields among students has exacerbated the shortage of technical workers. Weak Industry-Academia Linkages. Universities and vocational institutions in Sarawak have weak ties with industry, resulting in graduates who are ill-prepared for the labor market. Low Salaries and Limited Career Growth. Engineers and skilled workers in Sarawak often face lower salaries and fewer opportunities for career advancement, which deters potential talent from entering these fields. Lastly, Poor Research Facilities. Universities in Sarawak lack the advanced research facilities that could cultivate world-class innovation and retain local talent.
While these issues are substantial, they are by no means insurmountable. The ministry and relevant stakeholders must implement practical solutions to address the shortage effectively.
One of the first steps to addressing the skilled worker shortage is overhauling the education system, particularly at the vocational and technical levels. TVET programs must be restructured to align with industry needs. The solution lies in developing specialized training that is not only theory-based but practical, hands-on, and directly applicable to the current job market. This approach will better prepare graduates for the realities of the workplace.
To make TVET more attractive, the government should offer incentives such as scholarships or guaranteed job placements upon graduation. Moreover, collaboration with industries is essential to tailor courses to the skills most in demand. Industry players can play a significant role by contributing equipment, providing internships, and offering real-world experience to students.
Additionally, the stigma surrounding vocational education needs to be dismantled. TVET should not be viewed as a last resort but as a viable and prestigious career path. Public awareness campaigns could help shift the narrative, promoting the long-term benefits of skilled work.
The lack of interest in STEM fields among students is another major barrier to achieving the skilled worker target. The government and educational institutions must make concerted efforts to inspire students to pursue careers in science and technology.
Programs that engage students at an early age, such as STEM competitions, science fairs, and robotics clubs, can spark interest in these subjects. Offering mentorships where students can interact with professionals from various STEM fields may also increase participation. In addition, creating partnerships with companies for STEM-related internships can give students exposure to real-world applications of their studies.
For Sarawak to produce the right talent, there must be stronger ties between academia and industry. Universities and TVET institutions must collaborate with businesses to understand their evolving workforce needs. Regular consultations with industry leaders can ensure that curricula are updated to reflect market demands. Establishing dedicated industry-academia councils would foster better communication and collaboration.
Moreover, institutions could develop joint research projects with companies, allowing students to work on real industry problems as part of their education. These collaborations can also lead to job placements for students upon graduation, ensuring a smoother transition into the workforce.
Low salaries and limited career prospects are significant deterrents to attracting skilled workers. Many graduates, particularly engineers, face stagnation in terms of career growth, which pushes them to seek better opportunities outside Sarawak or even abroad. To counter this, the state must work on offering competitive salary packages and clear career progression pathways.
One strategy could be to offer performance-based incentives, rewarding employees who demonstrate innovation, leadership, and dedication. Salary reviews should be conducted regularly to ensure that Sarawak remains competitive within the national and regional job markets.
Sarawak’s universities must be equipped with world-class research facilities if they are to retain and attract talent. Currently, many students and researchers leave Sarawak in search of better opportunities due to the lack of proper lab facilities and equipment. If Sarawak truly wishes to position itself as a knowledge-based economy by 2030, investing in state-of-the-art research infrastructure is a non-negotiable requirement.
Funding should be directed toward upgrading laboratories, providing advanced equipment, and encouraging research that addresses real-world problems. Sarawak could also establish research grants that allow students and faculty to collaborate on projects relevant to the state’s economic and industrial development.
Developing a culture of innovation and entrepreneurship can further contribute to producing the skilled workforce Sarawak needs. Innovation hubs, startup incubators, and co-working spaces should be established, offering training in entrepreneurship, leadership, and digital skills.
The state government could launch innovation challenges and provide funding for startups, incentivizing local talent to solve pressing issues and contribute to Sarawak’s economic growth. By encouraging entrepreneurship, Sarawak can reduce its dependence on foreign workers and create jobs that are filled by residents.
While these solutions are practical and feasible, the question arises: why has the ministry failed to implement such strategies sooner? As the entity responsible for talent development, the ministry’s performance has been lackluster, given the urgency of the skilled worker shortage.
The ministry’s acknowledgment of the problem is a positive step, but it is not enough. Action must follow. Why has the TVET system not been reformed despite years of complaints about its inefficacy? Why has the ministry not prioritized linking academia with industry to ensure graduates are job-ready? These are critical questions that demand answers.
Moreover, the ministry’s reliance on temporary measures like foreign workers indicates a reactive rather than proactive approach to solving Sarawak’s workforce challenges. While foreign labor may be a short-term fix, it should never have been viewed as a long-term solution. The failure to anticipate and address the skilled worker shortage years ago reflects a lack of strategic foresight and planning.
Moving forward, the ministry must not only focus on implementing the solutions outlined in this article but also hold itself accountable. Clear timelines, measurable outcomes, and transparent reporting mechanisms must be established to track progress toward the 2030 goal. The public deserves to know how the ministry intends to rectify the current situation and ensure that Sarawak’s workforce is equipped to meet future demands.
Sarawak’s need for 30,000 skilled workers annually is not just a statistic; it represents the future of the state’s economic and industrial development. While the problem is significant, it is solvable with the right mix of education reform, industry collaboration, competitive compensation, and investment in research and innovation.
The onus is now on the ministry to act decisively. The time for delay is over. Sarawak cannot afford to fall short of its 2030 vision due to a preventable talent gap. If the ministry can rise to the occasion and implement the necessary changes, Sarawak has the potential to develop a thriving, skilled workforce that will drive its growth for decades to come.
Ts Dr Muhammad Khusairy Bakri is a Postdoctoral Research Associate at the Composite Materials and Engineering Centre, Washington State University, and (WSU), and Ahmad Faisal Mahdi is a Senior Lecturer at the Faculty of Business Management, Universiti Teknologi Mara (UiTM), a Chartered Institute of Marketing Member.
This is the personal opinion of the author(s) and does not necessarily represent the views of DayakDaily. Letters to the Editor may be lightly edited for clarity.
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