Spinout success: commercialising academic research

Research and teaching in UK universities is widely recognised to be among the best in the world.  In fact, the University of Oxford has topped the Times Higher Education World University Rankings 2020 for the fourth year in a row.

However, in November last year, venture capital firm Octopus Ventures published a new measure of UK universities’ success – the Entrepreneurial Impact Ranking.

Instead of focusing on traditional measures of success, such as research, teaching and citation impact, Octopus Ventures’ new index measures UK universities’ effectiveness at translating this research into commercial success via the creation of “quality, investor-ready spinout companies”.

The results are a little surprising – with Queen’s University Belfast reaching the top spot, ahead of big players such as the University of Cambridge and the University of Oxford.

In this blog post, we consider these findings in more detail, and discuss the potential to further capitalise on the potential of spinouts in the UK, and the key factors that underpin their success.

A brief history of spinouts

A university spinout has been defined by Octopus Ventures asa registered company set up to exploit intellectual property (IP) that has originated from within a university”.

In other words, it is a company that has been established based on ideas derived from a university’s research.  Often, former or current researchers are directly involved in the management team, and start-up funding is provided by the university (or one of its connected venture funds).

UK universities have been allowed to commercialise the results of their research since the mid-1980s. Between 2003 and 2018, approximately 3000 IP-based spinouts were created by UK universities.

Since 2010, there has been a notable increase in investment into university spinouts – both in terms of the number of deals achieved and the amount of money invested in university spinouts, from both private and public investment sources.

High rates of success

There is good reason for this increased investment – the survival rates of spinouts are high compared to other types of start up enterprise.  Research published in 2018 by law firm Anderson Law found that nine out of ten spinouts survive beyond five years.  By way of comparison, only two out of ten new enterprises survive beyond five years in the wider start-up environment.

Indeed, many spinouts not only survive, but thrive.  The UK has produced a large number of very successful spinouts – for example, Oxford Nanopore Technologies, a University of Oxford spin-out company that has gone on to reach a £1.5 billion valuation.  ARM Holdings is another example – a designer of smartphone chips, established by the University of Cambridge, and acquired by Japanese firm Softbank for £24 billion in 2018.

Unrealised opportunities

However, while the UK has seen a number of high profile spinout success stories, Octopus Ventures, argue that there is yet more untapped potential to be realised:

The UK has produced a host of successful university spinouts, but there are many unrealised opportunities that have been left in labs or got lost on their funding journey. These could be worth trillions of pounds to the UK economy.”

This potential is perhaps best illustrated by looking at the unrivalled success of many universities in the United States.  Take, for example, Massachusetts Institute of Technology (MIT).  MIT has been the genesis for around 26,000 spinout companies, with a combined annual company turnover of US$2 trillion.  This is a huge amount from one university – and is equivalent to around 65% of the UK’s entire annual GDP!  The resultant spinouts have also created in the region of 3.3 million jobs. MIT clearly illustrates the huge potential that exists to capitalise on universities’ research.

Index results

Back in the UK, this massive potential has yet to be realised.  Indeed, one of the key aims of the new Entrepreneurial Impact Ranking is to identify where this potential exists, and which universities are making notable progress towards capitalising on it.

The key data points included are:

  • total funding per university;
  • total spinouts created per university;
  • total disclosures per university;
  • total patents per university;
  • total sales from spinouts per university.

An interesting element of the index is that it is also adjusted to account for the total funding that a university receives.  This means that it is not dominated by Russell Group universities simply on the basis of them receiving the most funding.

Indeed, Queen’s University Belfast was ranked first – putting it ahead of both the University of Cambridge (2nd place) and the University of Oxford (9th place) in terms of its production of spinout companies and successful exits, relative to the total funding received.

Queen’s University Belfast, through QUBIS Ltd, the university’s commercialisation arm, has had a number of spinout successes, including KainosAndor Technology, and Fusion Antibodies, all of which have been listed on the London Stock Exchange.

In Scotland, the highest ranking university was the University of Dundee (6th), which has had a number of successful spinouts, including Platinum Informatics, which specialises in the provision of software to analyse ‘big data’.

What makes a successful spinout company?

As well as identifying the most effective universities in terms of spinouts, the Octopus Ventures report also looks at the shared success factors that have contributed to their effectiveness.

There are three key factors:

  • Funding – Access to early funding is essential to success. Universities that ranked highly in the index were ones that raised funds to help get ideas off the drawing board. As Simon King, a partner in Octopus Ventures states: “Universities that enable early-stage proof of concepts and prototyping by making early-stage funds available, either internally through their own funds or through collaborative schemes with other funds are more successful at creating spinouts.  That’s a key takeaway.”
  • Talent – the issue of talent is considered a ‘consistently challenging’ issue for spinouts.  There is a huge demand for the right skills, and spinouts are often viewed as being high-risk propositions compared to more established enterprises.  Other challenges include a lack of academics’ understanding of the business world, and limited incentives for them to engage in the commercial world in light of the pressure to ‘publish or perish’.
  • Collaboration – As well as university-industry collaboration, collaboration between different universities was a key factor in the creation of successful spinouts. Collaboration helps to increase both scale and capacity, whilst also helping to attract and retain top talent.

Future support for spinouts

Measuring the relative effectiveness of UK universities’ ability to commercialise their research provides a number of signposts for the future in regards to how best to support and further develop this potential.

This is increasingly important given the economic uncertainties surrounding Brexit and the availability of a number of European funding streams once the UK leaves the European Union.

The UK’s Industrial Strategy places a clear emphasis on academic entrepreneurialism as a driver of economic growth.  And in 2018, the UK Government launched the £100m Connecting Capability Fund to support university collaboration in research commercialisation.

Commercialising academic research is far more complex, risky and expensive than establishing a typical start-up.  But their potential contribution to the economy, and wider society, is huge.


Further reading: our blog posts on higher education

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Women in technology: London Tech Week

From 20-26th June London Tech week will once again be shining a spotlight on all things digital in the UK’s capital. An opportunity to showcase and network, the event will see some of the UK’s biggest tech firms gathering, along with smaller start-ups and keen individuals, to talk all things tech: from enterprise and engagement, to growth and innovation. This year one of the core themes is “talent and inclusion”, with the keynote seminar considering what now seems to many to have become the age old question: what will it take for business to truly take action on diversity within technology, and specifically how can businesses be encouraged to “shift the dial on the gender agenda”?

technology

There have been many studies, blogs, reports and comments about the reasons technology-based careers, or jobs within technology firms seem so inaccessible to women, and chances are many will form the basis of the London Tech Week event discussions.

In the UK today women make up fewer than 30% of the information and communications technologies (ICT) workforce, comprising around 20% of computer graduates and fewer than 10% of app developers. The Lords Select Committee, chaired by Baroness Sally Morgan, produced a report in early 2015: Make or Break: the UKs Digital Future 2015 which urged the UK government to seize the opportunity to secure the UK’s place as a global digital leader by investing in and promoting careers and skill building to try to encourage more young women and girls to consider a career in the tech industry. They state that increasing the number of women working in IT could generate an extra £2.6 billion each year for the UK economy. But just how exactly can women be encouraged to pursue a career in technology? Is it all down to funding or the availability of jobs, or does there need to be a combined approach? The following sections highlight some of the opinions of women who work in the tech industries, and showcase some of the strategies of technology firms to try to diversify their workforce and attract women to a career in technology.

Creating and promoting positive, high profile female role models in the tech sector

As the various magazine polls and top 10 countdowns show, some of the best and brightest minds in the UK tech industry are women. And yet, some girls and young women still feel like the technology world is not open to them. More and more high profile role models may be a way to tackle this – and clearly some do exist – but their profile is limited and more could be done by the industry and the media to promote them in an appropriate way. Similarly, mentoring schemes, like those promoted by Girls In Tech UK, which engages women already in industry by mentoring future tech professionals, could also demonstrate practical ways in which girls can work in a technology based profession.

Emphasising the importance of a female approach to creative technology and technology based problem solving

Women, it is often said in psychology and sociology literature, approach problems in different ways, and will often take a different approach to finding solutions. Including a female perspective brings another set of experiences which can be used to address specific problems. Additionally, the problems women experience are different to those of men and as a result they may allow tech companies to tap into an entirely new market.

Increasing funding and industry promoted schemes specifically to support women entering the tech industry

Although it is recognised that there is still a long way to go, the scope and the space to develop skills within the sector is growing for women. There are many initiatives promoted by large multinationals to encourage more women either to train for a career in tech, or to join their workforce. Many of these employers will be present at tech week but schemes by Microsoft, Apple, Google and Samsung need to have their profiles raised even within the sector; they should also be used as blueprints for others, and act as examples for smaller and medium sized businesses to encourage more women into their workforce.

Marketing a career in tech as desirable

Learning providers should recognise the importance of maintaining relatively low barriers to entry and promoting upskilling and retraining. They should also seek to engage with employers to create easy transition pathways into employment; an almost certain guarantee of employment at the end of a period of training can be a great incentive. Similarly, many courses exist to promote learning and upskilling around the tech sector. These should be made more accessible to women and promoted more widely, as should the availability of grants and additional funding opportunities for women and girls who want to study science, technology, engineering and maths (STEM) subjects.

Education and industry figures should do more to market the tech industry, emphasise the positives and make it an appealing career pathway. Some of the most rewarding aspects of working in the tech sector – problem solving, considering solutions and watching a product develop from start to finish – are not always highlighted as good reasons for joining. Many tech companies also come with a great working ethos. Employees can often work flexibly, or from home, enabling women to maintain a suitable work/life balance, while maintaining their position within the company.

Don’t underestimate the importance of stereotypes and misconceptions

The consistent rhetoric that the tech industry is a “man’s world” can be off-putting for some people; not everyone wants to be a trailblazer within a company. Women’s involvement should be normalised, but so should the language.Talking about women working in tech careers as being unusual can have an effect on the women and their male colleagues. Industry and education both need to be aware of the need to strike a balance between not sounding too complacent about the number of women pursuing careers in tech, and not making too big a deal about women joining the tech industry so as to single them out and place additional pressure on them.

Showing that there’s more to a career in tech than “nerds doing coding”

Careers services and advisers need to be aware that someone who has an interest in STEM (or specifically in technology based subjects) has more career options within the tech sector than “computer coder”. The tech industry is diverse, taking in areas such as social media, gaming, content creation, research and development, digital marketing and product design and development. Technology as an industry also generates products and solutions needed by diverse sectors for their day-to-day business, including health and social care, education, finance, and ICT,

DARPA_Big_DataObviously these are just a few reflections on the literature and some common perceptions of women in the industry. But it is clear that there is a key role for both industry and learning providers in driving the diversity agenda forward.


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