Imagine Institute
Teams built around patients
Imagine’s strength is bringing research teams, reference centers and clinical departments together around patients with genetic diseases to provide them with better care. The synergy created from having doctors’ and researchers’ expertise and skills in one place inspires our teams to never give up, to form promising collaborations, and to innovate without stopping.
Research
Care
- Clinical research department
- 6 affiliated clinical units
- 25 affiliated reference centers for rare diseases
- 2 clinical investigation centers
Support teams in support of research and care
Under the leadership of Laure Boquet, the Imagine Institute’s support teams’ mission is to help research and care teams, and provide support for the Institute’s technological platforms on a daily basis.
Development and communication
The department plans and leads fundraising operations to accelerate discoveries and their applications through funding for new equipment and strategic recruitments. It also develops stakeholders’ and the general public’s awareness of the Institute.
Head: Laurent Mellier
Innovation, technology transfer and clinical research
The department includes:
- The innovation and technology transfer department, which identifies medical advances, helps to implement patents and licenses, and identifies potential industrial partners for research and innovative programs.
- The clinical research department, which facilitates and structures the implementation of clinical research projects in close collaboration with clinical research centers and the clinical research unit.
Head: Romain Marlange
Director of Clinical Research: Salma Kotti
Human Resources
The department recruits and manages employees of the Imagine Foundation, coordinates the management of human resources with those of our institutional partners.
Manager: Emilie Resweber-Gouin
Legal department
The department advises and supports the Institute in legal matters, studies and analyzes legislation, regulations, legal precedents and the law.
Manager: Nathalie Wuylens
Conference center
The conference center is at the heart of the Institute’s scientific life as it hosts most of the conferences, seminars and trainings.
It can also be privatized by sponsors and client partners for scientific or charitable events.
More details on the conference center
For further information on the conference center
Finances
The finance department manages the Institute’s budgets, monitors and manages common expenses of the building, and, if necessary, those of the labs and core facilities.
Manager: Marie Percevault
IT
The IT department helps teams to use and secure their computer data and ensures that the servers, network and the audiovisual system in the auditorium work correctly.
Manager: Jérôme Flatot
Hygiene, Safety and Environment
The department ensures compliance with the current hygiene and safety regulations, develops a culture of standards, fosters dynamic sustainable development and attends to quality procedures.
Manager: Anne-Marie Laurencine
Internal departments
The department ensures the proper functioning of the warehouse and laundry, and organizes the supply of nitrogen. It coordinates the proper management of the equipment and shared spaces.
Manager: Cécile Bureau
Operations department
The department maintains the infrastructure and the building and coordinates operations of technical service providers.
Manaher: Stéphane Paillet
Index égalité FEMMES-HOMMES de la fondation Imagine
En application de la loi Avenir professionnel du 5 septembre 2018, Imagine publie le résultat de son index égalité femmes-hommes au sein de la fondation Imagine.
L’index égalité Femmes-Hommes au sein de la fondation Imagine est de 83 points sur 100. « C’est un résultat très satisfaisant, note Laure Boquet déléguée générale de l’Institut Imagine. Mais nous devons poursuivre en ce sens et ainsi réaffirmer notre volonté de garantir l’égalité professionnelle entre les femmes et les hommes et de promouvoir la diversité et la mixité professionnelle. »
Pour en savoir
Cet index évalue l’égalité professionnelle entre les femmes et les hommes au sein des sociétés sous la forme d’une note globale sur 100 points, que chaque entreprise calcule à partir des 4 indicateurs suivants :
- Ecart de rémunération entre les femmes et les hommes
- Ecart dans la proportion de femmes et d’hommes augmentés
- Pourcentage de salariées augmentées à leur retour de congé maternité
- Nombre de salariés du sexe sous-représenté dans les 10 plus hautes rémunérations
En deçà du seuil de 75 points, l’entreprise doit définir et mettre en œuvre des mesures correctives dans un délai de trois ans.