Internacionalización de las empresas catalanas: El apoyo público a la internacionalización de las pequeñas y medianas empresas catalanas

La creciente interdependencia e integración económica entre países junto con el acentuado proceso de globalización, derivado de la evolución tecnológica, ha propiciado la incorporación de las principales economías desarrolladas en los mercados mundiales y permitido a las pequeñas y medianas empresas catalanas avanzar considerablemente en el ámbito de la internacionalización, con un incremento de las exportaciones e inversiones directas en el exterior en las últimas décadas. En la actualidad la emergencia de economías de bajo coste está modificando e intensificando notablemente las condiciones de competitividad en el ámbito internacional, incidiendo directamente en la internacionalización de las pequeñas y medianas empresas catalanas, con una ralentización en el crecimiento de sus exportaciones y una fuerte desaceleración en los flujos de entrada de inversión extranjera. Para dar respuesta a este nuevo contexto internacional, y aunque el gobierno de Cataluña está adoptando políticas destinadas a la mejora de la competitividad de su economía que contribuyan a estimular la internacionalización de su tejido empresarial, todavía una mayoría de pequeñas y medianas empresas catalanas concentra sus actividades en sus mercados locales o nacionales, considerando demasiado costoso o arriesgado ampliar sus actividades en el extranjero. En este sentido, la internacionalización es un proceso complejo que difícilmente puede ser abordado con éxito por las pequeñas y medianas empresas en solitario, al carecer de recursos, conocimientos y prácticas comerciales en los mercados extranjeros, siendo necesario que organismos públicos, y en ocasiones privados, cubran estas carencias poniendo a su disposición los instrumentos necesarios para impulsar y fomentar su internacionalización. Dichos instrumentos de apoyo, conocidos como programas de promoción de la internacionalización, ayudan a superar las barreras de motivación, información y capacidad operativa de las pequeñas y medianas empresas cuando deciden emprender operaciones en el exterior. La Administración pública catalana está adoptando un papel proactivo para fomentar la internacionalización de sus empresas, existiendo un predominio de organismos públicos de apoyo a la internacionalización con multitud de instrumentos de carácter mayoritariamente genéricos y centrados en la exportación del sector industrial que asisten a las pequeñas y medianas empresas con actividades de información, formación, asesoramiento y apoyo financiero durante todo su proceso de internacionalización, tanto en la expansión exterior, especialmente en la iniciación a la exportación, como en la implantación productiva exterior. Debido a la diversidad de agentes que operan en la promoción de la internacionalización, dichos instrumentos y programas no siempre son percibidos con claridad por las pequeñas y medianas empresas catalanas y en ocasiones las mismas se encuentran desorientadas a la hora de llevar a cabo su intención de internacionalizarse, siendo necesario optimizar las actividades que se desarrollan en materia de internacionalización mediante una coordinación y cooperación entre instituciones que evite solapamientos, una comunicación fuerte y efectiva para dar a conocer con claridad los servicios existentes, una adaptación a las necesidades individuales de las empresas y a las nuevas exigencias de la competitividad y los mercados, y una simplificación administrativa que permita un acceso más fácil y ágil a los programas de apoyo

ADIM LGBT+ Guide. Inclusion of sexual orientation and gender identity diversity in businesses and organisations

The European Project "ADIM - Advancing the management of LGBT diversity in the public and private sector" has been implemented by the General Directorate for Equality of Treatment and Diversity of the Ministry of the Presidency, Parliamentary Relations and Equality of Spain, together with the Commission for Ci izenship and Gender Equality of Portugal and Complutense University of Madrid. This project is funded by the European Union and involves the participation of 16 businesses and 8 public universities in Spain and Portugal who are seeking to improve respect and inclusion in the work- place for lesbian, gay, bisexual and trans people and other members of sexual minorities, including intersex, asexual and gender non-binary people, who we will include in this guide under the umbrella term LGBT+. This objective has taken the form of specific aims: to produce a qualitative and quantitative evaluation of organisa- tional inclusion-related environments and policies at dif- ferent businesses and universities, as well as to identify the perceptions and experiences of employees at these organi- sations with respect to the LGBT+ community. The evaluation consisted of an internal assessment of LGBT+ diversity and inclusion policies and the production of a questionnaire ad- ministered to employees. It should be noted that the ques- tionnaire was sent to 53,667 employees, 16% of whom re- sponded to it (N=8.557). Out of all the responses, 13.4% were from LGBT+ people (N=1.147), which represents one of the largest available samples worldwide in terms of identifying this group’s experiences in the workplace. The ADIM LGBT + Guide contains the main results of this evaluation, as well as various proposals to promote the inclusion of sexual diversity and gender identity in companies and organizations. This guide explains why, despite legal recognition, it is still necessary to work on sexual, family and gender identity diversity in the workplace. Thus, it presents the situation of LGBT + people at work and why companies and other employing institutions must take this reality into account. The guide reflects on the need to articulate specific policies for this group, ranging from tactical to strategic, arguing whose responsibility it is to include LGBT + diversity and inclusion in companies and institutions. There are also some clues about the challenges that will arise, as well as the possibilities to generate a cultural change regarding LGBT diversity and specific proposals on what companies and institutions can do to promote an inclusive work environment for lesbian, gay, bisexual and trans people

Confinados y expatriados: quiebra y recomposición del espacio vital en el Siglo de Oro

Confinados y expatriados: quiebra y recomposición del espacio vital en el Siglo de Oro. Prólog

Confinados y expatriados: quiebra y recomposición del espacio vital en el Siglo de Oro

Confinados y expatriados: quiebra y recomposición del espacio vital en el Siglo de Oro. Prólog

Guía ADIM LGBT+. Inclusión de la diversidad sexual y de identidad de género en empresas y organizaciones

El Proyecto Europeo ADIM “Avanzando en la gestión de la diversidad LGBT en el sector público y privado” ha sido desarrollado por la Dirección General de Igualdad de Trato y Diversidad del Ministerio de la Presidencia, Relaciones con las Cortes e Igualdad de España, conjuntamente con la Comissão para a Cidadania e a Igualdade de Género de Portugal y la Universidad Complutense de Madrid. El proyecto está financiado por la Unión Europea y en él participan 16 empresas y 8 universidades públicas de España y Portugal que buscan mejorar el respeto y la inclusión en ámbitos laborales de lesbianas, gays, bisexuales, trans y otras personas pertenecientes a las llamadas minorías sexuales -como intersexuales, asexuales o personas de géneros no binarios- incluidos bajo las siglas LGBT+. Este objetivo se ha articulado en fines específicos: evaluar cualitativa y cuantitativamente los climas y políticas organizacionales en relación con la inclusión en diferentes empresas y universidades, así́ como identificar las percepciones y experiencias de las trabajadoras y trabajadores de tales organizaciones respecto al colectivo LGBT+. Esta evaluación consistió́ en un diagnóstico interno de las políticas de diversidad e inclusión dirigidas a LGBT+ y la elaboración de un cuestionario administrado a trabajadores/as. Hay que destacar que el cuestionario fue enviado a 53.667 empleados/as y fue respondido por el 16% de ellos (N=8.557). Del total de respuestas, un 13,4% fueron de personas LGBT+ (N=1.147), lo que constituye una de las mayores muestras disponibles a nivel mundial para conocer las experiencias de este colectivo en su lugar de trabajo. En la Guía ADIM LGBT+ se recogen los principales resultados de esta evaluación, así como diversas propuestas para promover la inclusión de la diversidad sexual y de identidad de género en empresas y organizaciones. En esta guía se expone por qué, a pesar de los cambios legales, sigue siendo necesario trabajar la diversidad sexual, familiar y de identidad de género en el ámbito laboral. Así, se presenta cuál es la situación de las personas LGBT+ en el trabajo y por qué las empresas y otras instituciones empleadoras deben tener en cuenta esta realidad. Se reflexiona sobre la necesidad de articular políticas específicas para este colectivo, que vayan de lo táctico a lo estratégico, argumentando de quién es responsabilidad incluir la diversidad e inclusión LGBT+ en empresas e instituciones. A continuación, se ofrecen algunas pistas sobre los retos que van a aparecer en esta tarea, así como las posibilidades para generar un cambio cultural respecto a la diversidad LGBT y propuestas concretas sobre lo que pueden hacer las empresas e instituciones para promover un ambiente laboral inclusivo para las personas lesbianas, gays, bisexuales y trans

GUIA ADIM LGBTI. Inclusão da diversidade sexual e identidade de género em empresas e organizações

O Projeto Europeu “ADIM - Avançar na Gestão da Diversidade LGBT nos Setores Público e Privado" foi desenvolvido pela Dirección General de Igualdad de Trato y Diversidad do Ministerio de la Presidencia, Relaciones con las Cortes e Igualdad de Espanha, juntamente com a Comissão para a Cidadania e a Igualdade de Gênero de Portugal e a Universidade Complutense de Madri. O projeto é financiado pela União Europeia e participam 16 empresas e 8 universidades públicas da Espanha e Portugal, que procuram promover melhorias no que refere ao respeito e à inclusão, em contextos laborais, de lésbicas, gays, bissexuais, trans e de outras pessoas pertencentes às chamadas minorias sexuais (tais como as pessoas intersexo, assexuais ou de género não binário), nomeadas neste guia através da sigla LGBTI. Este objetivo desdobrou-se em metas específicas: avaliar qualitativa e quantitativamente os ambientes e as políticas organizacionais relativas à inclusão das pessoas LGBTI em diferentes empresas e universidades, assim como identificar as perceções e experiências das trabalhadoras e dos trabalhadores dessas mesmas organizações relativa- mente a essa inclusão. Esta avaliação consistiu num diagnós- tico interno das políticas de diversidade e inclusão dirigidas às pessoas LGBTI e na elaboração de um questionário direcio- nado aos trabalhadores e às trabalhadoras. Deve destacar-se que este questionário foi enviado a 53 667 funcionários(as), tendo sido respondido por 16% dos inquiridos (N=8557 res- postas). Do total de respostas, 13,4% dizem respeito a pessoas LGBTI (N=1147 respostas), o que constitui uma das maiores amostras disponíveis a nível mundial e que permite conhecer as experiências deste coletivo no seu local de trabalho. O Guia ADIM LGBT + contém os principais resultados dessa avaliação, bem como várias propostas para promover a inclusão da diversidade sexual e identidade de gênero nas empresas e organizações. Este guia explica por que, apesar das mudanças legais, ainda é necessário trabalhar na diversidade de identidades sexuais, familiares e de gênero no local de trabalho. Assim, apresenta a situação das pessoas LGBT + no trabalho e por que as empresas e outras instituições empregadoras devem levar essa realidade em consideração. Reflete sobre a necessidade de articular políticas específicas para esse grupo, variando de táticas a estratégicas, argumentando cuja responsabilidade é incluir a diversidade e a inclusão LGBT + em empresas e instituições. Aqui estão algumas dicas sobre os desafios que aparecerão nesta tarefa, bem como as possibilidades de gerar uma mudança cultural em relação à diversidade LGBT e propostas concretas sobre o que empresas e instituições podem fazer para promover um ambiente de trabalho inclusivo para lésbicas, gays, bissexuais e trans

A Novel, Quick, and Reliable Smartphone-Based Method for Serum PSA Quantification: Original Design of a Portable Microfluidic Immunosensor-Based System

We describe a versatile, portable, and simple platform that includes a microfluidic electrochemical immunosensor for prostate-specific antigen (PSA) detection. It is based on the covalent immobilization of the anti-PSA monoclonal antibody on magnetic microbeads retained in the central channel of a microfluidic device. Image flow cytometry and scanning electron microscopy were used to characterize the magnetic microbeads. A direct sandwich immunoassay (with horseradish peroxidase-conjugated PSA antibody) served to quantify the cancer biomarker in serum samples. The enzymatic product was detected at -100 mV by amperometry on sputtered thin-film electrodes. Electrochemical reaction produced a current proportional to the PSA level, with a linear range from 10 pg mL(-1) to 1500 pg mL(-1). The sensitivity was demonstrated by a detection limit of 2 pg mL(-1) and the reproducibility by a coefficient of variation of 6.16%. The clinical performance of this platform was tested in serum samples from patients with prostate cancer (PCa), observing high specificity and full correlation with gold standard determinations. In conclusion, this analytical platform is a promising tool for measuring PSA levels in patients with PCa, offering a high sensitivity and reduced variability. The small platform size and low cost of this quantitative methodology support its suitability for the fast and sensitive analysis of PSA and other circulating biomarkers in patients. Further research is warranted to verify these findings and explore its potential application at all healthcare levels.Universidad Nacional de San Luis PROICO 22/Q241ANPCyT PICT 2018-04443 PICT-2015-2246 PICT-2015-1575 PICT-2014-1184 PICT-2014-0375 PICT-2018-04443Consejo Nacional de Investigaciones Cientificas y Tecnicas (CONICET) PIP 11220150100004COGENYOCentre for Genomics and Oncological Research: Pfizer-University of GranadaAndalusian Regional Government (Granada, Spain)ISCIII Health Research Institute P17/00989La Caixa FoundationHealth and Family Secretariat of the Andalusian Regional GovernmentSpanish GovernmentH2020-MSCA-IF-2019-89566

Cross-Resistance to Abiraterone and Enzalutamide in Castration Resistance Prostate Cancer Cellular Models Is Mediated by AR Transcriptional Reactivation

Androgen deprivation therapy (ADT) and novel hormonal agents (NHAs) (Abiraterone and Enzalutamide) are the goal standard for metastatic prostate cancer (PCa) treatment. Although ADT is initially effective, a subsequent castration resistance status (CRPC) is commonly developed. The expression of androgen receptor (AR) alternative splicing isoforms (AR-V7 and AR-V9) has been associated to CRPC. However, resistance mechanisms to novel NHAs are not yet well understood. Androgen-dependent PCa cell lines were used to generate resistant models to ADT only or in combination with Abiraterone and/or Enzalutamide (concomitant models). Functional and genetic analyses were performed for each resistance model by real-time cell monitoring assays, flow cytometry and RT-qPCR. In androgen-dependent PCa cells, the administration of Abiraterone and/or Enzalutamide as first-line treatment involved a critical inhibition of AR activity associated with a significant cell growth inhibition. Genetic analyses on ADT-resistant PCa cell lines showed that the CRPC phenotype was accompanied by overexpression of AR full-length and AR target genes, but not necessarily AR-V7 and/or AR-V9 isoforms. These ADT resistant cell lines showed higher proliferation rates, migration and invasion abilities. Importantly, ADT resistance induced cross-resistance to Abiraterone and/or Enzalutamide. Similarly, concomitant models possessed an elevated expression of AR full-length and proliferation rates and acquired cross-resistance to its alternative NHA as second-line treatment.Instituto de Salud Carlos III PI17/00989European Regional Development Fund "A way to build Europe"Ramon y Cajal - Ministry of Economy and Competitiveness RYC-2015-18382Ministry of Education, Culture and Sport FPU14/05461University of Granad

Subclinical Atherosclerosis Measure by Carotid Ultrasound and Inflammatory Activity in Patients with Rheumatoid Arthritis and Spondylarthritis

Objective: To compare the effect of inflammation on subclinical atherosclerosis using carotid ultrasound in patients with rheumatoid arthritis (RA) and spondyloarthritis (SpA). Methods: Cross-sectional study including 347 participants (148 RA, 159 SpA, and 40 controls). We measured the carotid intima media thickness (cIMT) and detection of atheromatous plaques using carotid ultrasound. We recorded disease activity (DAS28-CRP/ASDAS-CRP) and traditional cardiovascular risk factors. We performed descriptive, bivariate, and linear multivariate analyses (dependent variable: cIMT) to evaluate the influence of diagnosis on cIMT in all patients. Two additional multivariate analyses were performed by stratifying patients according to their inflammatory activity. Results: cIMT correlated with the mean CRP during the previous 5 years in RA, but not with CRP at the cut-off date. We did not find such differences in patients with SpA. The first multivariate model revealed that increased cIMT was more common in patients with RA than in those with SpA (β coefficient, 0.045; 95% confidence interval (95% CI), 0.0002–0.09; p = 0.048) after adjusting for age, sex, disease course, and differential cardiovascular risk factors (arterial hypertension, smoking, statins, and corticosteroids). The second model revealed no differences in cIMT between the 2 groups of patients classified as remission–low activity (β coefficient, 0.020; 95% CI, −0.03 to 0.080; p = 0.500). However, when only patients with moderate–high disease activity were analysed, the cIMT was 0.112 mm greater in those with RA (95% CI, 0.013–0.212; p = 0.026) than in those with SpA after adjusting for the same variables. Conclusions: Subclinical atherosclerosis measured by carotid ultrasound in patients with RA and SpA is comparable when the disease is well controlled. However, when patients have moderate–high disease activity, cIMT is greater in patients with RA than in those with SpA after adjusting for age, sex, disease course, and cardiovascular risk factors. Our results point to greater involvement of disease activity in subclinical atherosclerosis in patients with RA than in those with SpA

Prevalence and Associated Factors of Low Bone Mineral Density in the Femoral Neck and Total Hip in Axial Spondyloarthritis: Data from the CASTRO Cohort

Studies on osteoporosis in axial spondyloarthritis (axSpA) have focused on the lumbar segment, and few studies have assessed bone mineral density (BMD) in the hip and femoral neck in these patients. The aim of this study was to evaluate the prevalence of low BMD and osteopenia in the total hip or femoral neck and the factors associated with these conditions in axSpA patients. This was a single-centre, observational, cross-sectional study among consecutive patients with axSpA according to the ASAS criteria from the CASTRO registry. All patients underwent total hip and femoral neck DXA BMD measurements. Low BMD was defined as a Z-score less than −1, and osteopenia was defined as a T-score less than −1. Multivariate logistic and generalised linear regressions were used to evaluate factors independently associated with low BMD and osteopenia in the hip or femoral neck and those associated with variability in BMD, respectively. A total of 117 patients were included, among which 30.8% were female and the mean age was 45 years. A total of 36.0% of patients had low BMD (28.1% in the total hip and 27.4% in the femoral neck), and 56.0% of patients had osteopenia (44.7% in the total hip and 53.8% in the femoral neck). A multivariate logistic regression showed that age, radiographic sacroiliitis and ASAS-HI were independently associated with low BMD in the total hip or femoral neck. Factors that were independently associated with osteopenia were Body Mass Index, disease duration, radiographic sacroiliitis and ASAS-HI. In conclusion, 36% of the patients with axSpA had low BMD in the total hip or femoral neck. A younger age and radiographic sacroiliitis were the most important factors associated with decreased BMD