The UK Business Data Survey 2026, published in June 2026, found that 86% of UK businesses handle digitised data, but only 25% of those businesses analyse it to generate new insights or knowledge.

That gap highlights an important challenge for employers. Having access to data is only part of the picture. Employees also need the skills and confidence to understand information, analyse it and turn it into useful insights that can support better decisions.

These capabilities aren't limited to specialist data roles. Data literacy, analysis, data communication and information management can all help employees work more effectively with the data they encounter in their roles.

As organisations continue to collect and rely on increasing amounts of data, developing these skills across the workforce could become increasingly important. For employers, that means thinking about how data skills fit into their wider approach to workforce development.

So, are your employees equipped with the data skills your organisation needs to make better use of its data?

Why do businesses need stronger data skills?

Technology can make it easier for organisations to collect, process and analyse information. But technology alone doesn't create value.

Employees need to understand what the data is telling them, identify useful insights and apply them to real business decisions. This is particularly relevant in finance and accounting, where teams are increasingly expected to use data to support forecasting, identify trends and inform strategic decisions.

That requires a combination of technical knowledge, commercial understanding and confidence working with data. As the role of technology changes, professional development also needs to reflect the skills employees need to use these tools effectively.

And it's not only finance teams that need these capabilities. Marketing, operations, HR, sales and other business functions all increasingly rely on data to understand performance and make decisions.

For employers, the challenge isn't necessarily to turn every employee into a data specialist. It's about developing the right level of data capability for each role.

Which data skills should employers focus on?

The skills your organisation needs will depend on your industry, technology and business priorities. However, building capability in a few key areas can help employees make better use of data:

• Employees need enough data literacy to understand reports, interpret information, identify trends and ask the right questions.
• Data analysis can help employees examine information, identify patterns and generate insights that support better decisions.
• Data visualisation helps employees communicate information clearly, making it easier for colleagues and decision-makers to understand and act on it.
• Critical thinking helps employees assess whether data, analysis and outputs from digital tools are accurate, relevant and appropriate.

Employees don't need to become data specialists to benefit from these skills. The level of knowledge required will depend on their role.

For some employees, this might mean developing a basic understanding of data and reporting, while others may need more advanced analytical skills alongside their existing professional expertise.

Why invest in your existing employees?

When organisations identify a skills gap, recruitment can seem like the obvious answer. But developing existing employees can also be a cost-effective way to build the capabilities your business needs.

Your existing employees already understand your customers, processes and systems, so investing in their development can help you build new skills without losing that knowledge and experience. It can also reduce reliance on external recruitment, which can be costly and time-consuming.

For employees, opportunities to develop new skills can support career progression and give them a clearer path within the organisation. For employers, that can help strengthen retention while building the skills needed for future roles.

Apprenticeships can be one way to support this approach, allowing employees to develop new skills while continuing to contribute in the workplace. Depending on the programme, apprentices can apply what they're learning directly to their role, helping organisations build capability while supporting an individual's development.

Professional development can therefore be part of a longer-term skills strategy, rather than simply a response to an immediate skills gap.

How can employers identify their data skills gaps?

Before investing in training, it's worth understanding where your organisation currently stands. Start by looking at the skills your business needs now and the capabilities you're likely to need in the future.

You could ask:

• Which roles are becoming more reliant on data?
• Where are employees currently spending time on manual data-related tasks?
• Are teams confident interpreting and communicating data?
• Are employees making full use of the technology and tools available to them?
• Which skills will become more important as technology develops?
• Are there employees who could develop into more data-focused roles?
• What skills are currently difficult to recruit for?

These questions can help you understand where your biggest skills gaps are and which areas should be prioritised for development.

Data skills shouldn't sit in isolation

It's easy to think of data as a purely technical capability. But for many employees, the most valuable skills come from combining data knowledge with existing professional expertise.

For example, an accountant who understands financial reporting and data analytics can bring a different perspective to a data problem than someone with technical data skills alone.

Similarly, a finance professional who can analyse data, communicate insights and understand the wider commercial context can contribute to decision-making beyond traditional reporting.

As technology changes how finance and other business functions operate, the ability to combine data skills with professional knowledge can help employees contribute in new ways without losing sight of the wider business context.

How can professional qualifications and apprenticeships help?

For some employees, targeted training may be enough to develop a specific data capability. For others, a professional qualification or apprenticeship can provide a more structured approach, combining technical knowledge with practical and workplace skills.

Qualifications in accounting and finance increasingly incorporate digital and data-related capabilities alongside core technical knowledge. This can help employees develop skills they can apply directly within their roles while continuing their wider professional development.

Apprenticeships can also provide a structured route for developing skills within the workplace. They can support both new and existing employees, giving people the opportunity to gain knowledge and work towards a recognised qualification while applying what they learn in their role.

The most suitable route will depend on the capability you're looking to develop, whether that's a specific technical skill or a broader combination of data and professional knowledge.

How can employers make professional development part of their skills strategy?

Professional development works best when it is connected to the needs of the organisation.

Rather than viewing training as something employees complete separately from their day-to-day work, employers can:

Identify future skills needs

Look at how technology, AI and changing customer expectations could affect different roles over the next few years.

This can help you identify the capabilities you'll need before a skills gap becomes a more immediate problem.

Talk to employees about their development

Employees often have a good understanding of where they need to develop.

Regular conversations about career goals and skills can help managers identify development opportunities while giving employees a clearer understanding of how they can progress.

Connect learning to business priorities

Training is more likely to have an impact when employees can apply what they're learning.

Consider how a qualification or course could support a current project, improve a process or help an employee take on new responsibilities.

Consider different routes to development

There isn't one way to build workforce capability.

Different employees may need different approaches. An apprenticeship or qualification could support a longer-term development need, while a shorter course or workplace learning may be more suitable for a specific skills gap.

The important thing is choosing a development route that matches the skills you need to build.

What could investing in data skills mean for your organisation?

Developing data skills can help employees work more confidently with information, take on new responsibilities and progress in their careers. For organisations, it can help make better use of existing technology, strengthen internal capabilities and prepare teams for future changes.

The starting point is understanding what your business needs, where your current skills gaps are and how those requirements might change.

Investing in employee development can then help you build the capabilities your organisation needs while giving your people opportunities to grow.

Explore Kaplan's professional qualifications and apprenticeships to find out more about the learning options available for your employees.