1. Avenues for Contributions from Overseas Vietnamese to Higher Education and Research in Vietnam Vo-Van Truong, Ph.D. President, Canada-Vietnam Education Network Réseau déducation Canada-Vietnam Professor of Physics, Concordia University, Montreal, Canada

2. Plan for Presentation The Context Different Expectations : the Two Solitudes Types of Contributions –Returning Vietnamese Scholars & Experts –Scholars & Experts in the Vietnamese Diaspora Beyond the Vietnamese Diaspora : Global Scholars & Experts Linking Scholars & Experts of the World to Vietnam

3. The Context Vietnam recognizes the potential of Overseas Vietnamese Number of scholars and professionals estimated to be 300,000 around the world (20,000 in Canada) Policy to attract Overseas Vietnamese since 1994 Many higher education cooperation programs started with Overseas Vietnamese Very few Overseas Vietnamese scholars and experts returning to Vietnam

4. Different Expectations: The Two Solitudes

5. The Great Divide Gap in thinking between policy makers in Vietnam and Overseas Vietnamese Unrealistic call to « patriotic love » and « selfless contributions » from Overseas Vietnamese Unrealistic expectations of technology transfer and commercialization capacities from scholars Conditions for contributions not well-defined No wide dissemination of pertinent information to the Vietnamese diaspora

6. Perceived Obstacles by Overseas Vietnamese Low salaries and uncertain work conditions Poor research facilities Difficulties in career building Difficulties in finding alternative jobs Arbitrary powers of superiors Political differences Gender inequality Poor housing facilities Poor schooling facilities for children

7. Measures suggested by policy makers but are they implemented? High salaries (up to 10K USD/month) Incentives: air tickets for family, subsidized housing, local transportation… Income tax reduction Special nominations Reward system Granting of citizenship

8. Missing Points in Policies Potential for career advancement Research infrastructure Possibility of team building Emphasis on living standards (rather than high salaries) Business plan with defined milestones Proactive recruitment plan Communication plan

9. Contributions from the Vietnamese Returnees

10. Most Likely to Return (Two ends of the spectrum) The Experienced Managers & Mentors –Pre-retirement period –Reasonable expectations / will to contribute –Time frame for contribution: 5 – 10 years The Promising Young Faculty Members –New Ph.D.s with some postdoctorate experience –Reasonable expectations / will to contribute –Time frame for contribution: long term

11. Returning Vietnamese Scholars and Experts The Experienced Managers & Mentors –Building new universities, research centres –Building new academic units, programs –Linkage with the international community –Linkage with industry and the private sector –Transfer of technology and commercialization of research –Building organizational skills

12. Returning Vietnamese Scholars and Experts The Promising Young Faculty Member –New teaching methods and approach –New curriculum –Innovative research activities supported by governmental granting agencies –Team integration –Opportunities to work with industry and the private sector –Linkage with the international community

13. Returning Vietnamese Scholars and Experts The Star Performers –World leaders in their fields –Recruited to lead in Vietnam in strategic research clusters –Very high expectations –Very high investments in research infrastructure & highly qualified personnel (research team) –Time frame for contribution: 10 – 20 years –A rare bird!

14. Contributions from the Vietnamese Diaspora

15. Scholars and Experts in the Vietnamese Diaspora Many contributions to date but still a largely untapped potential Many will choose to stay in their adopted countries Many would like to make a contribution to their country of origin Mechanisms for collaboration still lacking

16. Scholars and Experts in the Vietnamese Diaspora Possible contributions –Advisors and consultants in all academic affairs –Guest lecturers and speakers –Research mentors and co-researchers –Thesis supervisors and co-supervisors –Initiators of technology and knowledge transfer –Facilitators for access to international financing –Leaders in joint international projects with Vietnam –Linkage with the international community –Linkage with global industry and the private sector

17. Beyond the Vietnamese Diaspora Global Scholars and Experts –Very large pool of talents in the world in all areas of expertise (millions vs thousands) –Young people are more globally oriented –Scholars and experts can be easily recruited –Need to clarify salary structure, work and living conditions, potential for advancement –Integration into Vietnamese society –Immigrant and citizen status should be possible

18. Linking Scholars and Experts in the World to Vietnam Ideas/Programs to Reinforce or Explore –International visiting faculty programs financed by Vietnam and partner countries (need reinforcement and expansion) –Joint research programs financed by Vietnam and partner countries (e.g., Canada-India & Canada-China joint programs) –Universities without borders

19. Linking Scholars and Experts in the World to Vietnam Universities Without Borders –Volunteers to Vietnam with contributions from Vietnamese universities, advising role in academic affairs (e.g., Canada-Vietnam Education Network) –Well-structured distance education in partnership with international universities (e.g., Athabasca University) –Presence of Vietnamese universities in a host country (e.g., Vietnam National University Virtual Campus in Canada with the participation of Vietnamese- Canadians and Canadians in general)

20. CONCLUSION Largely untapped potential from the Vietnamese diaspora (returning Vietnamese and Vietnamese in the world) Very large potential from global scholars and experts Urgent need for well-focused and pragmatic policies, investments & action plans