The progression of the global SARS-CoV-2 pandemic has been characterised by the emergence of novel ‘variants of concern’ (VOCs), which have altered transmission rates and immune escape capabilities. While numerous studies have used agent-based simulation to model the transmission and spread of the virus within populations, few have examined the impact of altered human behaviour in response to the evolution of the virus. Here we demonstrate a prototype simulation in which a simulated virus continually evolves as the agent population alters its behaviour in response to the perceived threat posed by the virus. Both mutations influencing intra-host and inter-host evolution are simulated. The model shows that evolution can dramatically reduce the effect of individual behaviour and policies on the spread of a pandemic. In particular only a small proportion of non-compliance with policies is sufficient to render countermeasures ineffective and lead to the spread of highly infectious variants.

Wolfram famously developed a four-way classification of CA behaviour, with Class IV containing CAs that generate complex, localised structures. However, finding Class IV rules is far from straightforward, and can require extensive, time-consuming searches. This work presents a Convolutional Neural Network (CNN) that was trained on visual examples of CA behaviour, and learned to classify CA images with a high degree of accuracy. I propose that a refinement of this system could serve as a useful aid to CA research, automatically identifying possible candidates for Class IV behaviour and universality, and significantly reducing the time required to find interesting CA rules.

This paper presents an agent-based model of fixed-term academic employment in a competitive research funding environment based on UK academia. The goal of the model is to investigate the effects of job insecurity on research productivity. Agents may be either established academics who may apply for grants, or postdoctoral researchers who are unable to apply for grants and experience hardship when reaching the end of their fixed-term contracts. Model results show that in general adding fixed-term postdocs to the system produces less total research output than adding half as many permanent academics. An in-depth sensitivity analysis is performed across postdoc scenarios, and indicates that promoting more postdocs into permanent positions produces significant increases in research output.