YOUTH UNEMPLOYMENT AND DEPARTURE ABROAD WITH THE PURPOSE OF WORK

Introduction. The development of modern technologies and an increase in the duration of working life of people occupying good jobs for a long time, which leads to the difficulty of the influx of young people into popular spheres of activity, that should be taken into account. The Arab World was the region with the highest rate of youth unemployment in each year of the previous two decades, while East Asia and the Pacific generally had the lowest youth unemployment rate. Whereas the number of unemployed in 2023 in Kazakhstan, according to the ILO methodology reached 451.5 thousand people. It could be confidently stated that the youth constitute the forthcoming foundation of the nation, contributing to the advancement and competitiveness of the country. As a high school student, I know in my own experience that mostly highly educated young Kazakhstanis, who speak a foreign language and an IT profession, prefer building a successful career in the West. In my opinion, this is an understandable process, the consequences of which affect the whole world, including the countries of Central Asia from which young people mostly depart. However, recently ordinary specialists have been increasingly going abroad to earn money too: builders, electricians, locksmiths and representatives of the service sector. The reasons vary from the desire to receive decent salary to the need to pay large expenses. The migration balance across the country was -6.9 thousand people. Whereas the unemployment rate among young people aged 15 to 34 reached 3.3%. (National Report: “Basic principles of the labor market in the Republic of Kazakhstan indicators” 2023) According to the ILO report, for developing and emerging economies such as Kazakhstan, inefficient and unproductive youth employment continue to be a problem of low income and poverty connected to informal employment, where young people can find low-quality jobs fairly.

Brain drain – the situation in which large numbers of educated and very skilled people leave their own country to live and work in another one where pay and conditions are better.

Migration  - the process of people travelling to a new place to live.

Context

The global migration trend, characterized by heightened competition for skilled professionals to enhance human capital, is referred to all Central Asian countries including Kazakhstan. Societal norms related to meritocracy, meaning reward based on merit and skills or nepotism, which is favoritism towards family or acquaintances can impact the career advancement of individuals. If individuals perceive that their success is determined more by personal connections than merit, they might be more inclined to explore opportunities in other countries. Discrimination, lack of social acceptance, or restrictive cultural norms in a home country may prompt skilled individuals to seek more inclusive and open-minded societies elsewhere. As for up-to –date human-beings, rights in the 21st century should be respected everywhere. The pursuit of a better quality of life, including social well-being and personal freedom, becomes a significant factor in the brain drain phenomenon. Gender discrimination often results in the outflow of skilled female workers from developing to developed countries (Chekabayeva, 2023). Various studies show that the main destination countries for educational and labour youth migration from Kazakhstan were more developed countries as Russia, China, Turkey, South Korea, USA, Czech Republic, Canada, and Great Britain. (Kachynska  et  al.,  2021; Toksobaev et al., 2021). Therefore, the pursuit of a better quality of life, highlighting the importance of fostering inclusive and rights-respecting societies for individuals' career advancement and personal fulfillment trigger Central Asians to migrate from homeland.

The phenomenon of brain drain is explained by significant progress in the field of technology and innovation, which entails a large demand for qualified specialists, in particular in the field of information technology (Kazlauskienė & Rinkevičius, 2006). Global job markets often seek professionals with the latest skills and knowledge, influencing the decision to work internationally. Technological advancements have transformed even the simplest professions, requiring workers to adapt to new tools and methodologies. Some countries face shortages of specific skills within their local workforce. To address these shortages, businesses and industries may actively seek skilled workers from other countries. Individuals who demonstrate adaptability and a willingness to embrace technological innovations in their professions become valuable assets in the global job market. In fact, in 2019, in Kazakhstan nearly 5 thousand engineers, more than 2.5 thousand economists and slightly under 2 thousand educational specialists have left the country, while the migrant inflow with similar professional background consisted of 990, 627 and 537 specialists respectively (Bokayev, Torebekova & Davletbayeva, 2020). The aspiration for improved living standards, higher wages, and enhanced career prospects motivates individuals to explore job markets where their skills are not only valued but also compensated more favorably, even of workers in simple professions. Thus, the phenomenon of brain drain is intricately linked to the rapid advancements in technology, creating a global demand for skilled professionals, particularly in fields like information technology.

The absence or presence of a country's commitment to innovation and technology greatly influences the desire of engineers and technicians to migrate to a more welcoming environment. These representatives of the scientific field are looking for well-equipped research sites, educational institutions, IT hubs, and so on. Economic factors, such as wages, are not in the first place in their case (Roudgar & Richards, 2015). The inability to independently move up the career ladder, lack of space for the full disclosure of potential and skills, dissatisfaction with working conditions and quality are the push factors of great significance (Chekabayeva, 2023). The most Kazakhstan citizens with higher education that left the country in 2019 were specialists in technical professions (more than 7.1 thousand), as well as citizens with an economic (3.7 thousand) and pedagogical (2.3 thousand) education. There were many lawyers, healthcare workers, architects, builders for whom adequate social security, healthcare, and housing support was valuable too. In conclusion, engineers and technicians' inclination to migrate is profoundly influenced by a country's commitment to innovation and technology, with a priority on well-equipped research facilities and educational institutions.

There are also potential favorable aspects such as the acquisition of new and modern qualifications, improving the quality of human capital, and investment and job creation (Chankseliani et al., 2021). However, according to the information from the EEC analysts published in the EAEU Statistical Yearbook, Kazakhstan still has the largest negative net migration rate, meaning much more people leave the country than arrive.

Aims

The purpose of the research project is to investigate the intricate relationship between youth unemployment and the dynamics of departure abroad for employment among young individuals, contributing to the development of informed policies and strategies for fostering youth employment and socio-economic stability.

Therefore in this research the main research questions were:

Q1. How does tendency for the outflow of highly qualified specialists affect Kazakhstan’s stability? 

Q2. What kind of impacts does the departure of capable to work young professionals have on receiving countries?

Q3. How to increase competitiveness of Kazakhstan as an employer country?   

Q4. How does acquiring international experience contribute to enhancing a country's competitiveness?

The outcomes of the research were intended to research to what extent does the phenomenon of departure abroad for work acts as a perceived solution to the challenges posed by local youth unemployment.

Methodology

The research will adopt a mixed-method approach involving both quantitative and qualitative methods to comprehensively explore the topic of youth unemployment and departure abroad with the purpose of work. This approach will enable a deeper understanding of the phenomenon and its implications from multiple perspectives.

A survey will be designed and administered to gather quantitative data on perceptions, attitudes, behaviors and effects related to youth unemployment and departure abroad for work. The survey  will provide insights into the underlying factors driving youth unemployment, the impact of departure abroad on home and receiving countries, and factors that trigger migration. Semi-structured interviews will include questions addressing factors influencing the decision to seek employment abroad, awareness of job opportunities abroad, and potential strategies for enhancing competitiveness. The survey will target a diverse sample of young individuals within the age range of 18-35 years who are currently unemployed or employed but considering departure abroad for work.

Result

The questionnaire was conducted among 52 individuals, who have left their responses to the first and second questions. There were ranges that indicate the age difference of participants. Based on the results of the survey 71% of individuals were in the age of 15-20, 17% of people in the age of 21- 29, 8% in the age of 30 – 35 and only 4% of them were older 35. (Pic.1) Comparatively, major part of individuals that have replied to the survey questions were women, which were 29 and number of men participants reached 23, but the percentage indicators are not varied much, as women are 56%, whereas men are 44%. (Pic. 2)  Based on the third question of the survey, school students dominated the most, as the number of them reached 26, whereas university students were 18, also the workers are amounted to 6, and people that possess other occupations are only 2. (Pic. 3) Most of the respondents think that the outflow of highly qualified specialists affects Kazakhstan’s stability, directly the 77% of them. While 12% of participants are not sure about the conditions in Kazakhstan, also the 8% of people claim that the departure of young specialists to the abroad positively influences the country’s different spheres. However, 3% of respondents chose the “no significant impact” answer. (Pic. 4) According to the question based on the spheres, which are mostly affected by the outflow of qualified specialists, the “Innovation and technology” sphere has shown 44%. The sphere named “Economical development” showed 28%, whereas the “Education system” reached 24% and “Health care system” was 4%. No one has chosen the option “Other”. (Pic. 5) According to the question, which is related to the measure of effect on sending and receiving countries, 44% of people respond that receiving countries benefit more than sending countries. Whereas, 35% of respondents chose that sending countries lose more than sending. However, 13% of respondents think that sending and receiving countries have balanced effects based on the outflow of young specialists. Participants number of which, amounted to 8% do not aware of such issue, so that chose “I do not know” option. (Pic. 6)  According to the question related on the factors in receiving countries that influence the decision of young individuals to migrate abroad for work, 32 respondents consider higher wages and income potential offered abroad, 19 respondents consider the quality of life, 16 respondents consider the job prospects available in receiving countries, 15 consider the availability of career advancement and 4 of respondents consider the cultural and lifestyle factors, such as diversity, tolerance and personal freedom. (Pic. 7) According to the question that is related on the desire of young specialists to return to their home country, 48% of participants chose “Maybe, depending on job prospects and opportunities in my home country”, whereas 27% of them plan to settle permanently in the country they work in abroad and 25% of individual consider returning to own home country after gaining work experience abroad. (Pic. 8) According to the question, which is related on the factors that youngsters prioritize when returning to their home country, number of respondents that consider family and social ties reached 27, whereas 18 of people consider economic stability and favorable job market conditions in their home country and 13 of individuals chose the desire to contribute to the development of their home country. Questions that have less responds are “Career opportunities, growth prospects available in their home country” – 9 and “Stability, security in their home country, both politically or socially” – 5. (Pic. 9) According to the question which is related on the impacts of the outflow of young specialists on the future of their home country, 26 individuals chose “Economic stagnation”, 26 respondents chose “Brain drain”, 22 of them chose “Decreased workforce”, 14 of them chose “Decline in innovation and technological advancement”, 4 of respondents chose “Changes in demographic composition and identity”. Only one person chose that other impacts are presented. (Pic. 10)

The interview was conducted among two experts that have answered the third and fourth questions. The specialist in the Employment Department of the Administration of Atyrau region – Amangeldieva Botagoz  Tilekkabylkyzy stated that recent statistics show declining unemployment rate of young people aged 15-24, amounting to the percentage around 10-12. Moreover, the career guidance counselor and financial expert of the “Karyzsyz kogam” project – Shaimerdenova Aigerym Maratovna confirmed the negative net of unemployment with the statistical data on the official website stat.gov.kz, which is no more than 4.8%. In actuality, the real unemployment rate is very different from the statistical data, as there is a separate category of young people – NEET, who do not study or work anywhere. This category of youth is slightly more than 7%, which sometimes may not be registered or not apply to the State Employment Center at all. Otherwise, the survey was conducted, in order to, identify the repercussions of the departure of high qualified specialists on Kazakhstan. According to the question, which is related to the measure of effect on sending and receiving countries, 44% of people respond that receiving countries benefit more than sending countries. In the turn of negative tendency of unemployment, consequently the outflow of young professionals bring negative impacts on country’s stability. Directly the 77% of respondents answered that the deteriorating effects are dominating the most. Based on the answers of the participants, it was found that “Innovation and Technology” sphere is highly affected by the brain drain. In its turn, breaking off of the process of evolvement of high – demand technology leads to financial crisis, that could be proved by the responses, consisting 28%.

According to the question, which was related to the difference of influence between sending and receiving countries, majority of participants responded that receiving countries benefit more than sending countries. The impacts of the outflow of young specialists on the future of their home country were investigated in the survey, 26 individuals chose “Economic stagnation”, 26 respondents chose “Brain drain”, 22 of them chose “Decreased workforce” and 14 of them chose “Decline in innovation and technological advancement”. Hence, all these spheres conversely will evolve in receiving countries. Moreover, the factors in receiving countries that influence the decision of young individuals to migrate abroad for work was researched in the survey. In the result, 32 respondents consider higher wages and income potential offered abroad, 19 respondents consider the quality of life, 16 respondents consider the job prospects available in receiving countries. It means that labor market of abroad will be enhanced and improved due to the extra workforce that migrate with the purpose of career advancement. Respondent of the interview Amangeldieva Botagoz  Tilekkabylkyzy affirmed the fact with the information of specific challenges within Kazakhstan’s employment landscape prompting young specialists to seek opportunities abroad. Those are limited job prospects in certain industries, bureaucratic hurdles in starting businesses, and perceptions of corruption affecting career advancement opportunities. Shaimerdenova Aigerim Maratovna stated that working environment and material resources could be the main reasons of the outflow. Consequently, the most high-qualified specialists of the sending country will conversely affect at receiving country, transforming the spheres of activity to the better side due to the revealing of their full potential and personal skills in favorable workplaces.    

The most popular factor youngsters prioritize when returning to their home country was family and social ties, reaching to 27, whereas 18 of people consider economic stability and favorable job market conditions in their home country. However, “Career opportunities, growth prospects available in their home country” choice was selected only by 9 people and “Stability, security in their home country, both politically or socially” amounted to 5 individuals. Questions with less responses mean that Kazakhstan ought to implement new reforms, which would help to fulfill the gaps in the social security and provide discounts for young professionals. Amangeldieva Botagoz  Tilekkabylkyzy offered investing in education and vocational training programs to align skills with industry demands, fostering a business-friendly environment through deregulation and support for entrepreneurship, providing financial incentives or tax breaks for companies hiring young professionals, and creating mentorship programs to facilitate knowledge transfer from experienced professionals to younger generations. Shaimerdenova Aigerim Maratovna recommended enhancing the level of professional training and the quality of education. As she has stated rural population are rarely familiar with a wide variety of specialties, the most common professions for them are teachers, doctors, police. It is necessary to raise awareness about the narrow areas of science and industry where young specialists can find an opportunity to get a job. Also, it is necessary to organize support from foreign mentors for schoolchildren in order to get help from professional mentors in the field of technological production or IT.

In the opinion of Amangeldieva Botagoz  Tilekkabylkyzy, successful examples from other countries offer valuable insights into retaining young talent. For instance, countries like Finland have implemented comprehensive education and skills development systems that closely align with industry needs, resulting in high youth employment rates. Additionally, countries like Canada and Australia have introduced immigration policies that prioritize attracting and retaining young skilled workers through pathways to permanent residency or citizenship, thereby boosting their domestic workforce and fostering innovation and economic growth. Shaimerdenova Aigerim Maratovna has studied in Poland for two years, having a positive experience by working at part-time job at a local factory. The young people who worked there received tax benefits and were subsidized by the state at their expense. Students under the age of 26, who get a job at the factory received much more than the rest of the age group of people. Thus, the state provided an opportunity to get an internship or work experience. Otherwise, she has offered the idea of accompanying with HUBs, coworking centers, where young people can work for free, which is the notable support from the state.

Discussion section

The unemployment tendency in Kazakhstan is characterized in a negative way, tend to worsen annually. In its turn, absence of support from the government and specific challenges within employment landscape prompt young specialists to seek opportunities abroad. Thus, the phenomenon of brain drain contributes to the decrease of human capital in the country, further it could lead to the stagnation of other spheres of activity, such as economy or technology. In fact, in 2019, in Kazakhstan nearly 5 thousand engineers, more than 2.5 thousand economists and slightly under 2 thousand educational specialists have left the country. (Bokayev, Torebekova & Davletbayeva, 2020). Therefore, the pursuit of a better quality of life, highlighting the importance of fostering inclusive and rights-respecting societies for individuals' career advancement and personal fulfillment indeed trigger Central Asians to migrate from homeland. As the secondary research has confirmed the negative net of unemployment with the statistical data on the official website stat.gov.kz, which is no more than 4.8%, however it turned out that real unemployment rate differs from statistics, as respondents stated the existence of the category named “NEET”. Moreover, the declining rate of unemployment is connected not only to the outflow of the young people, but also to the representatives of simple professions. This study also analyzed the repercussions of the outflow of highly qualified specialists on sending and receiving countries, in result receiving countries benefit more comparatively to the homeland of the young individual. Based on the results of the secondary research Kazakhstan is in the example of the losing country, which in need of acquiring the international experience that could help to increase the competitiveness for the employees. Hence, further investigations could held the questions that are related to comparing the trends in youth unemployment rates and the rate of departure abroad for work across different countries or regions. Also, study can be evolved by identifying any correlations or patterns that emerge, accounting the expectations of specialists that plan to work in other countries and the reality that they face abroad. We cannot exclude the possibility of the survey’s mistrustfulness that was chosen as a secondary research method, as some participants could reply randomly or treat negligently, because major part of the respondents were in the age range of 15 – 20. Such survey responses may be subject to bias, leading to inaccurate or skewed results. Nevertheless, data from primary researches that was included is reliable and credible, as the information was collected from trustworthy books and articles, such as “Global Youth Unemployment”. Authors of the book - Ross Fergusson and Nicola Yeates, hold a position of the Senior lecturer in Social Policy and a professor of social Policy at the Open University, meaning that writers have specialized knowledge in the area of research. Thus, the credibility of arguments is confirmed by the logical reasoning, trustworthy sources and reliable evidences with, which they are supported. Relevance of evidence has been increased due to the various forms of collecting information, including statistical data from governmental websites, expert opinions, case studies, research findings and national reports.

Conclusion

The issue of youth unemployment and departure abroad for work, particularly prevalent in Central Asian countries like Kazakhstan, is a multifaceted phenomenon influenced by various socioeconomic factors. The global migration trend, driven by the pursuit of better opportunities and inclusive societies, underscores the importance of fostering environments that respect individuals' rights and offer avenues for career advancement. Societal norms, such as meritocracy versus nepotism, and factors like discrimination or restrictive cultural norms, play essential roles in shaping individuals' decisions to seek employment abroad. By exploring these dynamics, the research aims to provide insights into the challenges faced by young professionals in Kazakhstan and similar countries, while also highlighting the broader implications for human capital development and economic growth. Moreover, this study also highlights the importance of Central Asian countries’ commitment to innovation and technology in shaping migration patterns, with engineers and technicians seeking environments that offer well-equipped research facilities and educational institutions.

While some potential benefits exist, such as acquiring new qualifications and investment opportunities, the negative impact on the country's human capital cannot be overlooked. The decrease in human capital could stagnate economic and technological progress, further exacerbating the unemployment situation.

Moving forward, the research suggests several avenues for future exploration and intervention. Comparative studies could be conducted to analyze trends in youth unemployment rates and migration patterns across different countries or regions. Additionally, research could focus on identifying correlations or patterns between the expectations of specialists planning to work abroad and the realities they face in foreign environments. Overall, the research underscores the urgency of addressing youth unemployment and brain drain in Kazakhstan and similar contexts. By fostering inclusive and rights-respecting societies, investing in innovation and technology, and implementing targeted policy interventions, stakeholders can work towards mitigating the negative effects of brain drain and promoting sustainable development and prosperity in sending countries.

^* По требованию Роскомнадзора информируем, что иностранное лицо, владеющее информационными ресурсами Google является нарушителем законодательства Российской Федерации – прим. ред.