Taiwan appears to be at a demographic tipping point. The Ministry of the Interior projects that the working-age population could shrink by about 6.67 million in two retirement waves in the coming years, a contraction fueled by aging baby-boom cohorts and persistently low birthrates.
In light of that, the National Development Council unveiled new rules to make it easier for skilled foreign professionals to live and work in Taiwan, such as loosening residency requirements or offering work permits to graduates from globally ranked universities.
On the surface, this might seem like a forward-looking strategy. Yet it is worth asking whether such measures risk drawing attention away from a more pressing challenge: supporting the talent that is already part of Taiwanese society.
Taiwanese talent remains an underappreciated resource. Every year, thousands graduate from universities fluent in more than one language, trained in technical fields and with exposure to global norms — often coming from homes that straddle cultures. Still, many young professionals struggle to secure well-paid and meaningful employment, as wages remain stagnant, prospects for career advancement are uncertain and their skills are often undervalued.
At the same time, foreign recruits are often offered attractive benefits, streamlined processes and clear career pathways, which raises a question: Why are domestic employees not given comparable opportunities and support?
Ensuring that young Taiwanese talent have access to the same resources would show that the country values the people who are already contributing to the economy and society.
Before leaning heavily on foreign recruitment, it might be wiser to strengthen conditions for local talent first, such as adjusting wage structures to reward expertise, clearing more direct routes from education into meaningful employment and investing in research.
Taiwanese of mixed parentage or long-term residents, many fluent in Mandarin, Taiwanese and English, can play an important role in linking Taiwan with global networks. Yet subtle barriers, such as red tape and social biases, still limit advancement.
That is not to imply that Taiwan should shut the door to outsiders. International professionals can bring fresh perspectives and plug critical gaps in industries like biotech or tech infrastructure.
Still, putting too much emphasis on foreign talent might risk fostering resentment or increasing inequality; local workers could feel overlooked and over-dependence on outside talent could make the system fragile.
A balanced approach, in which external recruitment complements strong domestic development, would be more sustainable in the long run.
Taiwan has adapted before. From building a leading technology sector to handling the strains of the COVID-19 pandemic, the country has shown that it can rethink and respond to urgent challenges.
What is needed is a similar resolve to reimagine its talent strategy. Raising wages, better training programs and ensuring children can advance without hitting invisible ceilings might not make headlines, but would do more to secure Taiwan’s future than visa reforms alone.
Welcoming skilled foreigners would always matter. Yet the heart of Taiwan’s renewal is likely investing in residents of the nation — diverse, multilingual, globally minded people who deserve recognition and meaningful chances to thrive. Investing in them first is the clearest path toward building a resilient society ready for the challenges ahead.
Aiden Yeh is a professor at Wenzao Ursuline University of Languages’ English Department.
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