It's a Boys' Club - Barriers for women and nonbinary people in infectious disease modelling in the UK.

BACKGROUND: Gender inequities are well documented across academia, particularly in Science, Technology, Engineering, and Mathematics, where women and nonbinary researchers face persistent disparities in recognition, progression, and retention. Infectious disease modelling (IDM) may represent a distinctive case: the field's crisis-driven workloads, rapid-response expectations, and reliance on short-term contracts may intensify pre-existing inequities. Empirical evidence on these dynamics, however, remains limited. METHODS: We conducted a mixed-methods study to examine barriers and enablers affecting women and nonbinary people in UK academic IDM. An online survey (April 2023) distributed via social media and discipline-specific mailing lists yielded 102 responses. We subsequently conducted 28 semi-structured interviews with researchers of all gender identities and three focus groups with women and nonbinary participants. Qualitative data were analysed inductively using a constant comparison to identify emergent themes perceived to be barriers for women and nonbinary people in IDM. RESULTS: Across data sources, participants described a reinforcing architecture of inequality operating across three themes. Structural factors rooted in societal issues, particularly gender norms, caring responsibilities, and parental leave policies, shaped who was able to engage in high-intensity epidemic-response work. Caring responsibilities were frequently cited as constraining availability for rapid deployment, extended travel, and unpredictable working hours, with downstream implications for career progression. Institutional practices further shaped trajectories through contract precarity, opaque promotion processes, and recognition systems that undervalued invisible and unacknowledged labour such as grant writing, epidemic response work, administrative work, and diversity and inclusion efforts. Many participants reported fragmented or ineffective pathways for reporting discrimination or harassment. Interpersonal and team-level dynamics played a critical mediating role. While supportive mentorship and peer networks buffered disadvantage, participants described exclusionary cultures, informal hierarchies, and "boys' club" environments that limited access to opportunities and insider knowledge. CONCLUSIONS: Gendered inequities in IDM arise through cumulative, intersecting structural, institutional, and interpersonal and team-level processes. IDM's crisis-oriented work patterns and dependence on short-term funding amplify these challenges. Addressing them requires coordinated action across funders, institutions, and research groups to create more stable, transparent, and inclusive environments.