Letters | If Hong Kong wants to attract talent, it must improve liveability and the education system

Readers discuss Hong Kong’s plans to woo talent from around the world, and a scheme that links children from underprivileged backgrounds with mentors

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Commuters in Central, Hong Kong, on January 27. The chief executive has rolled out a slew of measures to woo global talent. Photo: Bloomberg

Published: 11:30am, 17 Dec 2022

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The Hong Kong government plans to “trawl the world for talent”, but the effectiveness of its policies remains open to question. While the current measures aim to entice highly paid foreign experts and capital investment from large firms, there is an absence of sustainable strategies that tackle the root cause of the talent exodus.

The OECD Indicators of Talent Attractiveness compare countries across dimensions that include family environment, future prospects, inclusiveness, quality of life and of opportunities, and skills environment. These are mostly intangible factors that require long-term structural planning for society as a whole.

Yet the focus of Hong Kong’s talent policy remains on monetary incentives and streamlining immigration administrative process. For instance, the Top Talent Pass Scheme merely offers a two-year visa and a quota exemption, but doesn’t explain why people should relocate to Hong Kong for career advancement in the first place.

What’s lacking is a comprehensive strategic plan that addresses the qualitative factors needed to enhance Hong Kong’s competitive advantages over other Asia-Pacific cities. Why would expats who have high occupational and geographical mobility choose to live in a congested place, full of air, light and noise pollution?

Given that Hong Kong dropped 19 places to 77th this year in research data firm ECA International’s liveability ranking of more than 490 cities, our government should place more emphasis on improving the city’s climate resilience and housing and social facilities, and adopt a diverse and inclusive approach to infrastructure.

Besides, high-earners aren’t necessarily change-makers. Simply defining talent as those earning HK$2.5 million a year or having graduated from a top-tier university is shallow and narrow-minded. Why not consider talent indicators based on cognitive ability, social skills and ambition?