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Dong Wei, a professor at the Design Studies Department of University of Wisconsin-Madison, splits his time evenly between the United States and China. He spends his time in the United States lecturing students in design visualization and Asian design, and during his stay in China he travels around the country to study the nearly vanished buildings of minority ethnic groups and traditional courtyard and cave houses.
“As one of the overseas returnees working in China, I enjoy my lifestyle as a ‘seagull,’”Dong told the People’s Daily. Dong, who left China for the United States to further his studies in the 1980s, believes that constantly being exposed to different cultures is the best way to fuel his creativity.
As more and more overseas Chinese are willing to come back and work in China, there has been an increase of “seagulls,” a term coined to refer to “half-returnees” who split their time between China and other countries. This group of privileged returnees are mostly top scientists and engineers, senior managing staff in multinational corporations and banks and entrepreneurs who have developed their own patents or technology.
The China News Service reports that there are more than 100,000 “seagulls” regularly migrating between China and abroad, and the population is growing rapidly.
Brain flow
Xiao Tu (a pseudonym) studied in Japan for five years for a doctoral degree in cancer studies. She came back to China in 2009 and found a job as a senior research fellow at a research institute under the Chinese Academy of Sciences. Having recently quit her job, she plans to work in the United States.
“Since the world’s most advanced research in cancer is being conducted in the United States, I expect to be better positioned to transfer what I have learned into tangible products and achieve a more successful career there,” she said.
The mother of a young daughter also admitted that her new career plan will put strain on her family, as her husband will continue to work in China and her daughter will have to stay with her grandparents. “I promised them that the separation would not be long as I would find a long-term development path within three years,” she said. For the near future, she said that she would have to fly between China and the United States frequently.
Nanfang Daily published in Guangzhou, southern Guangdong Province, reported that a lot of “seagulls” are entrepreneurs who have set up their companies in a foreign country and are making a fortune helping Chinese companies in similar fields to find foreign clients. Another group of them are simply selling information or services to Chinese companies or individuals, such as the owners of many immigration agencies based in China. According to the report, most “seagulls” not only have foreign education backgrounds, but also the ability to discover the cultural and social differences between East and West as well as the ability to spot business opportunities.
In recent years, the Chinese Government has come up with proactive measures to attract global talent, including overseas Chinese and those of non-Chinese origin.
In December 2008, the Chinese Government launched the Recruitment Program of Global Experts, which was designed to recruit 2,000 talented people of any nationality over the next five to 10 years. Compared with earlier programs such as the Chinese Academy of Sciences’ 100-talent scheme and the Ministry of Education’s Yangtze River Scholar Scheme, both of which were initiated in the 1990s to attract the world’s top scientists and academics, the new scheme not only sets the bar higher, but also casts a wider net. It aims to attract three groups of top-class minds: those with an academic title equivalent to professor in internationally well-known universities and institutions, senior executives within wellknown international companies or banking institutions, or entrepreneurs who have developed technologies and patents and established their own businesses abroad.
Those enrolled would be offered a tax-free signing bonus of 1 million yuan ($158,185) in addition to preferential treatment in public services and social welfare, such as social security, taxation, medical services, academic funding and children’s education. For example, scholars of foreign nationality and their family members can apply for permanent residence in China or a two- or five-year multiple-entry visa.
Recruited personnel can work at statelevel key innovation projects, laboratories, Central Government-owned enterprises, stateowned commercial financial institutions or hi-tech parks. According to regulations, they should work in China no less than six months per year.
By the end of 2011, more than 2,200 qualified overseas talent had been recruited under the program.
According to a government release in April, Pudong New Area in Shanghai, the city’s largest business hub, was home to 60 elite professionals under the Recruitment Program of Global Experts, most of whom are entrepreneurs in hi-tech industries. Enterprises founded by the recruits had attracted an average investment of 240 million yuan ($37.96 million) each.
Easier entry
Wu Wei had worked in the Silicon Valley as a product developer and senior manager for 10 years before setting up his own company in Wuxi, east China’s Jiangsu Province, in August 2008. Cynovo, co-founded by Wu and his university classmate Chen Hailei, hires more than 100 people and has developed into an internationally renowned brand in designing customized mobile tablets and handheld devices over the last few years.
Wu, a U.S. national, said that visa application was quite a headache for him before the registration of his company was completed as he could only apply for a three-month visa.
Now enjoying the benefits packages of an expert under local elite professional attraction programs, Wu is on a two-year working visa, but his wife and children who live in China with him are still using three-month visas.
“What bothers me is not the trouble of applying for visas, but the sense of not being welcomed by my homeland,” Wu told the People’s Daily.
Wu’s visa problems could soon be resolved once and for all. On June 30, the Standing Committee of the National People’s Congress (NPC), China’s top legislature, adopted a law on China’s exit and entry administration. As the country’s latest effort to attract high-caliber individuals from overseas to assist the country’s development, the law introduces a sub-category in the “ordinary visa” category called “talent introduction.”Ordinary visas will be granted to foreigners who enter the country to work, study, visit relatives, travel or conduct business and to those who qualify for the talent introduction programs, according to the new law.
The new law, which will take effect on July 1, 2013, also allows foreign nationals with outstanding contributions to China’s economic and social development to apply for permanent residence status.
By the end of 2011, 4,752 foreigners had received permanent residence cards, the equivalent of a green card, and 1,735 of them are elite professionals recruited by human resources development programs and their family members.
For Yang Guangyun, Vice Dean of the Institute of Education at Xiamen University in southeastern Fujian Province, who spoke to the People’s Daily, China must do more than simply offer incentives to returness. “The government should attract elite professionals of Chinese origin living overseas with enormous development opportunities here. But it should also provide a sense of returning home,” he said.
“As one of the overseas returnees working in China, I enjoy my lifestyle as a ‘seagull,’”Dong told the People’s Daily. Dong, who left China for the United States to further his studies in the 1980s, believes that constantly being exposed to different cultures is the best way to fuel his creativity.
As more and more overseas Chinese are willing to come back and work in China, there has been an increase of “seagulls,” a term coined to refer to “half-returnees” who split their time between China and other countries. This group of privileged returnees are mostly top scientists and engineers, senior managing staff in multinational corporations and banks and entrepreneurs who have developed their own patents or technology.
The China News Service reports that there are more than 100,000 “seagulls” regularly migrating between China and abroad, and the population is growing rapidly.
Brain flow
Xiao Tu (a pseudonym) studied in Japan for five years for a doctoral degree in cancer studies. She came back to China in 2009 and found a job as a senior research fellow at a research institute under the Chinese Academy of Sciences. Having recently quit her job, she plans to work in the United States.
“Since the world’s most advanced research in cancer is being conducted in the United States, I expect to be better positioned to transfer what I have learned into tangible products and achieve a more successful career there,” she said.
The mother of a young daughter also admitted that her new career plan will put strain on her family, as her husband will continue to work in China and her daughter will have to stay with her grandparents. “I promised them that the separation would not be long as I would find a long-term development path within three years,” she said. For the near future, she said that she would have to fly between China and the United States frequently.
Nanfang Daily published in Guangzhou, southern Guangdong Province, reported that a lot of “seagulls” are entrepreneurs who have set up their companies in a foreign country and are making a fortune helping Chinese companies in similar fields to find foreign clients. Another group of them are simply selling information or services to Chinese companies or individuals, such as the owners of many immigration agencies based in China. According to the report, most “seagulls” not only have foreign education backgrounds, but also the ability to discover the cultural and social differences between East and West as well as the ability to spot business opportunities.
In recent years, the Chinese Government has come up with proactive measures to attract global talent, including overseas Chinese and those of non-Chinese origin.
In December 2008, the Chinese Government launched the Recruitment Program of Global Experts, which was designed to recruit 2,000 talented people of any nationality over the next five to 10 years. Compared with earlier programs such as the Chinese Academy of Sciences’ 100-talent scheme and the Ministry of Education’s Yangtze River Scholar Scheme, both of which were initiated in the 1990s to attract the world’s top scientists and academics, the new scheme not only sets the bar higher, but also casts a wider net. It aims to attract three groups of top-class minds: those with an academic title equivalent to professor in internationally well-known universities and institutions, senior executives within wellknown international companies or banking institutions, or entrepreneurs who have developed technologies and patents and established their own businesses abroad.
Those enrolled would be offered a tax-free signing bonus of 1 million yuan ($158,185) in addition to preferential treatment in public services and social welfare, such as social security, taxation, medical services, academic funding and children’s education. For example, scholars of foreign nationality and their family members can apply for permanent residence in China or a two- or five-year multiple-entry visa.
Recruited personnel can work at statelevel key innovation projects, laboratories, Central Government-owned enterprises, stateowned commercial financial institutions or hi-tech parks. According to regulations, they should work in China no less than six months per year.
By the end of 2011, more than 2,200 qualified overseas talent had been recruited under the program.
According to a government release in April, Pudong New Area in Shanghai, the city’s largest business hub, was home to 60 elite professionals under the Recruitment Program of Global Experts, most of whom are entrepreneurs in hi-tech industries. Enterprises founded by the recruits had attracted an average investment of 240 million yuan ($37.96 million) each.
Easier entry
Wu Wei had worked in the Silicon Valley as a product developer and senior manager for 10 years before setting up his own company in Wuxi, east China’s Jiangsu Province, in August 2008. Cynovo, co-founded by Wu and his university classmate Chen Hailei, hires more than 100 people and has developed into an internationally renowned brand in designing customized mobile tablets and handheld devices over the last few years.
Wu, a U.S. national, said that visa application was quite a headache for him before the registration of his company was completed as he could only apply for a three-month visa.
Now enjoying the benefits packages of an expert under local elite professional attraction programs, Wu is on a two-year working visa, but his wife and children who live in China with him are still using three-month visas.
“What bothers me is not the trouble of applying for visas, but the sense of not being welcomed by my homeland,” Wu told the People’s Daily.
Wu’s visa problems could soon be resolved once and for all. On June 30, the Standing Committee of the National People’s Congress (NPC), China’s top legislature, adopted a law on China’s exit and entry administration. As the country’s latest effort to attract high-caliber individuals from overseas to assist the country’s development, the law introduces a sub-category in the “ordinary visa” category called “talent introduction.”Ordinary visas will be granted to foreigners who enter the country to work, study, visit relatives, travel or conduct business and to those who qualify for the talent introduction programs, according to the new law.
The new law, which will take effect on July 1, 2013, also allows foreign nationals with outstanding contributions to China’s economic and social development to apply for permanent residence status.
By the end of 2011, 4,752 foreigners had received permanent residence cards, the equivalent of a green card, and 1,735 of them are elite professionals recruited by human resources development programs and their family members.
For Yang Guangyun, Vice Dean of the Institute of Education at Xiamen University in southeastern Fujian Province, who spoke to the People’s Daily, China must do more than simply offer incentives to returness. “The government should attract elite professionals of Chinese origin living overseas with enormous development opportunities here. But it should also provide a sense of returning home,” he said.