Chua: It is good for young Malaysians to explore their opportunities abroad for a few years. When they return home with their skills and experience, they can help develop their fields, expand businesses and drive the economy. – Photo provided
FAMILY is a key reason for Amy Chua to return home in 2020 after almost 20 years working across the world.
“My parents are getting older, so that was a huge consideration,” says Chua, who is president of Asia Basin at global energy technology and services company Schlumberger.
She also returned to Malaysia because of a promotion to head the Asia office, for which she was given the option of picking the regional headquarters.
“We had Jakarta as an option, we looked at Singapore as a potential and ultimately Kuala Lumpur remains a very attractive city. But in the end, Malaysia is home, so it was an easy decision to make our Asia headquarter here,” she says.
Chua first went abroad to study at the Nanyang Technological University Singapore.
After receiving some incentives as an Asean student, she was bonded to work in Singapore for three years.
“Malaysia is losing its talent to Singapore because of this programme. When you spend three years in a country, you get used to it and then you don’t really want to leave,” she says.
In Singapore, she joined a multinational company, which then gave her other opportunities to work internationally. Apart from Singapore, Chua had also worked in Australia and the United States.
Other than the professional skills, she says she has also learnt a lot from the work cultures of other countries.
“The international work environment is much more progressive from the standpoint of diversity and inclusion.
“Another thing is meritocracy. With equal opportunities, it’s really about performance and your ability to contribute and create value for the organisation.”
While she is happy to be back in Malaysia – this is her third time to come back to work in Malaysia – Chua thinks that it is good for young Malaysians to explore their opportunities abroad for a few years.
It is an opportunity to learn and enrich their minds, she says.
While you can attain some kind of exposure working in an MNC in Malaysia, she says it cannot compare to working in another country itself.
“You can get associated experience (working in an MNC here and working on a global project) but nothing beats actually living in the country and being immersed in the culture. This allows you to develop various skills that will set you apart in your career. Eventually, when you get to certain level of seniority and then get opportunity to lead teams, it really helps to build your competencies and your business acumen is just going to be so much more global.”
She believes that Malaysia has strong talents.
“I think what they need is the nurturing, the opportunity to experience and develop their professional skill sets including leadership skills.
“I would say from a professional front it doesn’t matter whether it’s in science, technology or finance, when they go outside the country, they will receive a much bigger exposure.”
When they return to Malaysia with their skills and experience, they can help develop their fields, expand businesses and drive the economy through cooperations with other countries, she adds.
“TalentCorp (Human Resources Ministry agency tasked with the country’s talent-building initiatives) should facilitate this kind of working abroad experience for young Malaysians,” says Chua. “And after maybe five years, depending on the industry or the profession, whether it’s in finance or in engineering and so on, we should attempt to bring them back.”
However, she notes that more needs to be done not only to attract Malaysian professionals abroad home but also to retain them here.
Further improving the employment opportunities here is vital, she says.
“Business continuity is important. You also want good strong policies, business friendly government and programmes.”
Chua sharing her experience as an REP returnee at TalentCorp's stakeholders meeting, RSEAW, recently. – TalentCorp
Chua believes that many of the Malaysian diaspora have returned home mainly for their families.
“Here’s what I see. I think there are people who need to come home because of family and ill or ageing parents that they have to care for. And they will either try to do so through their company, or they will quit and find a new position in Malaysia.
“So ultimately, there should be a more purposeful and holistic plan to bring them home,” she says.
Commending TalentCorp for their support in facilitating her return, Chua nonetheless feels that the REP programme needs to be more holistic to make it more sustainable.
As she puts it, TalentCorp needs to factor the future of the returnees and connect the ecosystems to retain them and their children in the country.
“It’s not enough to entice people to come back.
“I actually think TalentCorp needs to be thinking about the next generation. Now, will the children of this returning talent want to stay in Malaysia? Will they want to study in a Malaysian university? What are the employment opportunities for these kids when they graduate?
“And for those returning to Malaysia because of ill or ageing parents that they want to look after, will they stay in Malaysia after their parents pass on? Are there enough links and ties for them to want to continue to stay in Malaysia?”
Relating her position, Chua says while there are some who have returned to Malaysia to retire, there are others like her who are still at the peak of their careers.
“So for myself, I still have another maybe 15 years of career, would I stay here until I finish the end of my career?”
This is the question for TalentCorp and the Malaysian government.
