WISERD Co-Director
Swansea University

David Blackaby is Professor of Economics at Swansea University. Main areas of research are labour markets, regional economics, public policy and the Welsh Economy.

Between 1996 and 2005 he was Head of the Economics Department and between 2005 and 2008  Deputy Head of the School of Business and Economics at Swansea University. Between 1991 and 1995 was convenor of the DfEE funded Labour Economics Study Group (EMRU). Was the academic advisor to BSL/MORI on the 2002 Future Skills Wales Project and a member of the WDA Economics Panel 1998-2001. Was a member of the WEFO Structural Funds – All Wales Policy Group between 2002- 2004.  Was a member of the National Assembly: Independent Expert Group on Economic and Social Indicators 2002 to 2004. Was a member of the Economics and Econometrics panel and the Business and Management Panel for the 2008 Research Assessment Exercise. 

In 1999 and 2006 was a member of The Quality Assurance Agency for Higher Education Panel, responsible for writing the Benchmark statement for Economics.  Between 2006 and 2010 was a member of the Research Resources Board of the ESRC. Senior Examiner (Economics) for ESRC PhD Competition 2003-2006.  Chair of ESRC Postgraduate Training Recognition Panel for Economics 2007, deputy chair 2005.    Currently member of the NHS Pay Review Body, Director of WELMERC and Associate Director of Spatial Economics Research Centre (SERC). 

He has given evidence to the Economic Committee of WG on GDP Targeting and the Enterprise and Learning Committee on Business Support in the 2009 Recession.  In 2010, he gave a presentation on Comparing Business Environments Wales and the Skills Agenda at the IWA National Economic Conference.


Unlocking the potential of the Welsh Local Labour Force Survey: an investigation into labour market transitions in Wales
The project aims to highlight the potential value of an important but currently underutilised dataset, the Welsh Local Labour Force Survey (WLLFS). The main aim is to provide new evidence relating to labour market transitions in Wales. In terms of the analysis we propose two
Research Team:
Rhys Davies (Cardiff University), Stephen Drinkwater (University of Roehampton), David Blackaby (Swansea University), Melanie Jones (Cardiff University), Philip Murphy (Swansea University)
Administrative Data Research Centre Wales (ADRC)
About the Centre The main aim of ADRC WALES is to create a world-class administrative data research centre, that is widely known for its ability to access, link and make safe use of data for high quality research. Our work will be underpinned by a robust Governance framework
Research Team:
Rhys Davies (Cardiff University), Katy Huxley (Cardiff University), Dora Pouliou, Ian Thomas (Cardiff University), Ian Rees Jones (Cardiff University), Chris Taylor (Cardiff University), Peter Mackie (Cardiff University), Scott Orford (Cardiff University), David Blackaby (Swansea University)
Wellbeing, Deprivation & Social Cohesion
Overview This project will utilise a range of econometric techniques to investigate the nature of the relationship between the domains of individual subjective wellbeing, individual and household characteristics, work/life circumstances, and a range of indicators related to
Research Team:
David Blackaby (Swansea University), Melanie Jones (Cardiff University), Samuel Brown (Swansea University)
The Gender Pay Gap in Wales
Aims The aims of the project were to examine the pay statistics for Wales, for 2008 and other relevant years to determine possible reasons for the widening of the pay gap between women and men. Methodology The research methodology was desk based analysis of published data se
Research Team:
David Blackaby (Swansea University), Philip Murphy (Swansea University), Nigel O'Leary, Sami Souabni
A Living Wage in Wales
This research aimed to improve understanding of the implications of introducing a living wage policy in Wales. The report to the Welsh Government can be viewed here .
Research Team:
David Blackaby (Swansea University), Philip Murphy (Swansea University)
Labour Market Implications of Changes in the Public Sector: Work Quality
Pay and Job Quality: Is the Grass Greener in the Public Sector ? The unadjusted public-private sector pay differential has attracted considerable political interest since the coalition government came to power in the UK in 2010. It has been used to justify changes to pay set
Research Team:
Philip Murphy (Swansea University), David Blackaby (Swansea University), Melanie Jones (Cardiff University), Victoria Wass, Gerald Makepeace, Alan Felstead
Labour Market Implications of Changes in the Public Sector
In 2010 the UK coalition Government committed itself to an active policy of fiscal consolidation designed to ‘eliminate’ the structural deficit by the end of the current parliament (HM Budget, March 2011). As part of their consolidation plans the Government announced its int
Research Team:
Philip Murphy (Swansea University), David Blackaby (Swansea University), Melanie Jones (Cardiff University), Victoria Wass, Gerald Makepeace, Alan Felstead
Labour Market Implications of Changes in the Public Sector: Inequality
T he UK gender Pay gap 1998-2013: What is the role of the public sector? The Quarterly Labour Force Survey is used to compare gender wage gap in the public and private sectors between 1998 and 2013 and to identify the contribution of the sectoral employment allocation to the
Research Team:
Philip Murphy (Swansea University), David Blackaby (Swansea University), Melanie Jones (Cardiff University), Victoria Wass, Gerald Makepeace, Alan Felstead
Labour Market Implications of Changes in the Public Sector: Work Quality
Pay and Job Quality: Is the Grass Greener in the Public Sector ? The unadjusted public-private sector pay differential has attracted considerable political interest since the coalition government came to power in the UK in 2010. It has been used to justify changes to pay set
Research Team:
Philip Murphy (Swansea University), David Blackaby (Swansea University), Melanie Jones (Cardiff University), Victoria Wass, Alan Felstead
Labour Market Implications of Changes in the Public Sector: Public Sector Pay
Pay determination and outcomes in the public sector Data from the Labour Force Survey is used to investigate public sector wage differential in the UK 1994 to 2012. In the first of a set of analyses, three separate sub-periods are considered in detail, each characterise broa
Research Team:
Philip Murphy (Swansea University), David Blackaby (Swansea University), Melanie Jones (Cardiff University), Victoria Wass, Gerald Makepeace, Alan Felstead
Evaluating the Foundation Phase
WISERD is undertaking an independent evaluation of the Foundation Phase early years education policy for the Welsh Government. The Foundation Phase (FP) is an early intervention approach to learning for all children aged three to seven years in Wales. It is based on principl
Research Team:
Chris Taylor (Cardiff University), Trisha Maynard, David Blackaby (Swansea University), Rhys Davies (Cardiff University), Laurence Moore, Ian Plewis, Sally Power (Cardiff University), Samuel Waldron, Mirain Rhys (Cardiff Metropolitan University)
Public-private sector pay differential in UK: A recent update
This document updates and extend our previous analysis on the public-private sector wage differential usingsix new quarters of Labour Force Survey (LFS) data. The data are split into two sub-samples - 2009Q1-2010Q4 and 2011Q-2012Q3. The results presented are based on a linea
An investigation of the IFS public-private sector pay differential: A robustness check
The Chancellor of the Exchequer announced in the Autumn Statement of 2011 that the public sectorpay freeze would come to an end in 2012/13, with public sector pay awards of 1 per cent planned overthe next 2 years thereafter. Emphasis was also placed on making public sector p
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The employment and earnings of Britains senior citizen
Britain's senior citizens, in common with the rest of Europe, are the fastest growing age group among the population and the numbers working have grown substantially. In 2007 the numbers working at or beyond the state pension age (65 and over for men, 60 and over for women)
Inequalities | September 2009