Is Denmark losing its Forgotten Gold?

For Autumn, writer Aamna Tauheed explores the story behind #TheForgottenGold

and asks the bigger question: if Denmark is so successful at attracting

international talent, why is it struggling to make them stay?

Photographs: Kinga Howard on Unsplash

Text: Aamna Tauheed

The term “Forgotten Gold” refers to untapped international talent residing in Scandinavia, particularly in Denmark. It represents the voices of international professionals who struggle to gain visibility and opportunities in the Scandinavian job market. Instead of sharing stories about international professionals, this month The International Denmark examined the current situation of this “forgotten gold,” aka untapped international talent, living in Denmark.

Internationals' professional and social struggles in Denmark have long been a hot topic in the country. Despite efforts to build careers, adapt to the culture and learn the language, only a few make it hyggeligt (cosy) for themselves. The reasons are quite straightforward and vivid, according to them. A career stall, constant ghosting in the Danish job market, unrecognised previous experience and lack of integration eventually led them to another country.

According to Danmarks Statistik, in 2024 almost 52,580 internationals left the country, and in 2025 more internationals left Denmark than in any year on record. The country also slipped from 5th place in the IMD World Talent Ranking to 8th in 2025, underlining that attracting global talent and retaining it are two different things.

This is where the idea behind the #theForgottenGold movement takes another turn, highlighting what happens when international talent leaves after years of professional and social struggle. Looking at the numbers for 2024 and 2025, can we say international talent has decided to leave Denmark?

Denmark needs the talent it attracts

Despite years of investing in infrastructure and efforts to attract international talent, retaining that talent remains a challenge. The country successfully draws global talent by offering English-language academic degrees, fast-track visa schemes, graduate programs focused on global talent, and targeted recruitment in tech and other sectors. These initiatives attract and bring international talent to Denmark, but arriving is not the same as staying. Training participants through career programs alone isn’t enough, as it can create the false impression that the country abandons them after training.

In the words of one of the forgotten gold participants: “ After the completion of my master’s degree, I participated in Copenhagen’s municipality seven-month graduate program especially designed for internationals. I learned a lot about Danish workplace culture and language, and I actively engaged in exchange groups and attended café meetings. I received a lot of guidance from the career advisors and assigned mentors, but I still feel lost, even after enough training. I am still struggling to find the right strategies to navigate the Danish market and build trust with people.”

Denmark needs internationals, and the economic reason for retaining them is hard to overlook. According to Copenhagen Capacity’s 2025 Expat Survey, internationals living in Denmark contribute approximately 360 billion DKK to the country’s GDP. These figures illustrate the extent of their contribution to the Danish economy. They are more than temporary fillers because they work in Danish companies, add value through their skills and experience, and pay taxes.

“They are the ‘gold’ that refuses to be forgotten and remains invisible.”

When contribution isn’t enough

Despite their economic contributions and efforts toward social and cultural integration, many internationals lack a sense of belonging. This is perhaps where the paradox of global talent attraction and recognition in Denmark becomes more visible. The country’s well-developed programs for attracting and integrating internationals do not translate into sustainable careers and lives in Denmark.

A recent research report by a non-profit organisation disclosed that many international professionals in the technology sector chose to leave Denmark because of stagnant careers and uncertain professional paths. The report identified cultural disconnect and the constant challenges of establishing a professional and social life in the new country as major reasons for their departure.

This pattern is also familiar from the previously shared #ForgottenGold stories. Discussing her job-seeking journey in Denmark, one of the Forgotten Gold said: “The frustration of not hearing back from companies and waiting for the right moment takes away my motivation. If the “right time” still hasn’t arrived after over a thousand applications and 150 coffee meetings, maybe it is time to think about going back home, or to consider it a systemic gap between internationals and Danes.”

The communications professional’s experience tells the same story. “In seven years of professional and social struggle, I secured only one job relevant to my profession at a pharmaceutical company, and I was laid off after the company’s downsizing. After that, I tried every possible strategy, including networking and openly asking for help, but nothing worked. Now I don’t have any other option except to leave.”

“These initiatives attract and bring international talent to Denmark, but arriving is not the same as staying.”

Has the Forgotten Gold decided to leave?

These stories and experiences do not mean that all internationals have decided to leave Denmark because of professional disappointments and career setbacks. Many internationals are still striving for professional opportunities in Denmark’s challenging job market. “It is not Denmark vs internationals; I don’t think anyone is intentionally trying to exclude people. It’s more about systems, habits, and perhaps a preference for what’s familiar,” said the forgotten story participant while discussing the systemic barriers.

What can Denmark do?

Every departure is not a failure, and international mobility is the normal part of today’s labour market. Still, Denmark needs concrete solutions to address the systemic gap with international talent.

Denmark can retain international talent by valuing global experience, establishing clearer career pathways, and launching initiatives that support inclusion and diversity. Companies and recruiters should develop strategies to improve access to professional networks and growth opportunities.

Policymakers, institutions and municipalities need to collaborate to bridge the gap between companies and international graduates struggling to navigate the Danish labour market.

The aim is to give internationals an equal chance to showcase their competencies, because they are willing to contribute to the Danish labour market and society.

#TheForgottenGold movement

By sharing the experiences and stories of Denmark’s untapped talent, #TheForgottenGold Movement aims to draw responsible authorities’ attention to the international talent already living in the country. They are the “gold” that refuses to be forgotten and remains invisible. Recognising their talent and giving them the chance to contribute professionally matters more than tracking the numbers of internationals who left the country.