The way we think about skills, careers, and credentials is changing. The 2026 ETS Human Progress Report, a global survey of more than 32,000 individuals across 18 countries, makes this clear: demand for credentials is growing rapidly, including certifications, micro credentials, and digital badges.
Across regions and sectors, individuals increasingly see skills credentials as essential to staying relevant. In fact, 85% of global respondents say credentials are essential as skills rapidly evolve, and over 80% believe credentials will become more important than degrees in the years ahead.
This is not a marginal shift. It is a fundamental change in how workforce readiness is understood. And yet, as strong as demand has become, the report also highlights a growing tension at the heart of the system.
Demand is outpacing access
One of the most striking insights from the research is the gap between interest in credentials and the ability to access them. 73% of respondents say they are interested in pursuing credentialing programs, yet only 45% report having access. That gap is significant, and the reasons will be familiar to many working in certification:
- Cost remains a barrier: 75% of global respondents worry about whether they can afford the training they need to stay competitive.
- Employer support is inconsistent: 88% expect it but only 71% receive it.
- It is difficult to determine which credentials are recognized and valued by employers: 70% saying this makes it harder to know where to invest time and effort.
People clearly understand the value of credentials, so this is not a question of awareness. The issue is that the system is not always designed to make credentials easy to access, navigate, or prioritize. For certification bodies, this requires an important shift in perspective.
The next phase of growth will not come from creating more demand. It will come from removing the barriers that prevent people from acting on the demand that already exists.
The deeper issue is a proof gap
As important as access is, it is only part of the story. Another theme emerging clearly from the research is that many individuals are actively developing new skills but are not confident they can demonstrate them effectively:
- 70% worry they lack sufficient proof to show they have the right skills.
- 74% want to benchmark their skills against others in their industry.
People are learning, adapting, and responding to change. But they are also asking a fundamental question: how do I prove what I know and what I can do? This is what we describe as a “proof gap”.
Certification has always played a role in validation. But in a workforce defined by rapid change, non-linear career paths, and evolving skill requirements, that role is becoming much more central.
Credentials are no longer just milestones, they are signals. They help individuals demonstrate readiness, provide comparability, and support movement between roles, industries, and opportunities. When viewed through this lens, the demand for certification is not just about acquiring a credential. It is about gaining credible, trusted proof.
What this means for certification programs
If demand is strong, but access and proof remain challenges, then the question becomes how certification programs need to evolve. The answer is not a single change, but a shift in how we think about design, delivery, and engagement.
Access is an obvious starting point. Programs that reduce friction, whether through more flexible delivery models, clearer pathways, or improved candidate experience, will be better positioned to meet demand.
Trust also plays a critical role. As the number of credentials in the market grows, so does the importance of recognition and credibility. More than half of respondents identify official credentialing organizations as among the most trusted entities to measure workforce readiness, but that trust cannot be taken for granted.
Agility is becoming a defining capability. Skills are evolving quickly and programs need ways to respond without compromising the standards that underpin them. This may mean rethinking update cycles, incorporating more frequent industry insights, or exploring new technologies such as AI that help keep content aligned with practice.
Employer alignment is increasingly important. Individuals are looking for credentials that clearly signal value in the job market. Programs that are closely connected to real roles and career progression will stand out, particularly as 88% of workers say employers should help guide credential pathways and skill development.
Collaboration is essential to improving access, relevance, and impact. Certification does not exist in isolation and certification bodies are increasingly operating within a broader ecosystem. The research highlights growing expectations for support from employers and governments, with 86% of individuals looking to government to play a role in workforce readiness.
Taken together, these shifts point to a broader transformation. Certification is moving from a standalone product to a more dynamic part of the workforce system.
A changing role for certification
As these trends continue, the role of certification bodies is expanding. It is no longer only about defining standards and assessing competence at a point in time. It is also about helping translate skills into opportunity, supporting career mobility, and connecting individuals with the signals they need to navigate an increasingly complex labour market.
This presents a significant opportunity for our industry. But it also comes with responsibility. The gap between interest and access is more than a statistic, it represents individuals who are motivated to develop and demonstrate their skills but are unable to do so easily. Closing that gap will require thoughtful innovation, stronger collaboration and partnerships, and a continued commitment to trust and quality.
Ultimately, the future of certification will be shaped by how well we respond to this moment. Demand is already there, we must be ready to meet it.