Taiwan’s higher education system is facing a growing talent gap, driven by a decline in doctoral-level researchers and an emerging shortage of faculty.
According to Ministry of Education data, doctoral enrollment peaked at 34,178 students in the 1999 academic year but fell to 28,555 by 2019, a drop of about 16.5%. This decline has created a generational gap in the supply of university faculty.
The shrinking pool of doctoral candidates is also affecting academic labor dynamics. Fewer PhD graduates reduce the long-term pipeline for faculty, while limited positions for young scholars can still create localized oversupply, putting downward pressure on salaries.
More broadly, the decline reflects a weakening pipeline of high-level research talent, which risks undermining Taiwan’s scientific capacity and long-term innovation potential.
The causes of this trend are multifaceted. Taiwan’s declining birth rate has reduced the number of high school graduates, feeding into lower university enrollment and a smaller pool of candidates for advanced degrees.
At the same time, the perceived value of a doctoral degree has declined. Many students see a master’s degree as sufficient for employment, while the time, cost, and uncertainty of an academic career deter further study.
Applications to doctoral programs have also fallen sharply. Ministry data shows that in the 2025 academic year, 54 master’s and doctoral programs recorded zero enrollment, including 17 at top universities.
This trend points to a serious contraction in the supply of doctoral talent.
A widening structural problem
One of the most pressing consequences is brain drain driven by salary disparities. University faculty salaries in Taiwan are significantly lower than those in the private sector and in nearby economies such as Singapore and Hong Kong.
Starting salaries for professors are often only a fraction of those offered elsewhere, prompting many doctoral graduates to pursue careers outside academia or overseas. This makes it difficult both to retain domestic talent and to recruit internationally.
The shortage of doctoral-level researchers is also eroding research capacity. As the core drivers of university research, their decline leads to fewer projects and reduced depth of inquiry, weakening Taiwan’s position in global competition.
The impact is particularly pronounced in STEM fields, where a lack of advanced talent can hinder industrial innovation and technological upgrading.
At the same time, the faculty shortage is affecting teaching quality. Universities may struggle to maintain standards as class sizes grow and professors take on heavier workloads, reducing interaction with students.
A lack of new faculty also risks creating a generational gap, as retirements outpace recruitment and deepen the cycle of academic labor shortages.
Taken together, these trends point to a broader structural dilemma: a shrinking pool of doctoral talent combined with an insufficient supply of faculty.
Low compensation remains a central issue. Taiwanese educators are paid relatively little by international standards despite often carrying heavy workloads, placing them under significant financial pressure.
This weakens the appeal of academic careers and undermines the profession’s social standing. Although teaching continues to be viewed as an honorable profession, a mismatch between expectations and working conditions can erode public support.
If educators face persistent stress or must take on additional work to make ends meet, it can further diminish professional dignity and discourage future candidates from entering academia.
Policy responses and reform needs
Addressing this crisis will require coordinated policy action.
First, Taiwan must strengthen the cultivation and retention of doctoral talent. Increasing scholarships and enrollment support could lower barriers for students, while more competitive salaries and clearer career pathways could help retain graduates in academia.
Recruiting international scholars should also be a priority, supported by relocation assistance and institutional incentives. Promotion systems should place greater emphasis on research performance rather than seniority.
Second, broader education system reform is needed. This includes reducing administrative burdens on faculty, improving evaluation systems, and promoting more flexible hiring practices.
Greater university autonomy could allow institutions to better compete for talent, while expanded professional development opportunities would support long-term academic growth.
Ultimately, addressing Taiwan’s higher education talent gap will require sustained cooperation between government, universities, and society.
Only through improvements in compensation, working conditions, and talent development can Taiwan strengthen its academic workforce, maintain educational quality, and support long-term national development.
