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.
- Clinical research department
- 8 affiliated clinical units
- 31 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, international philanthropy, 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 of development and international philanthropy: Laurent Mellier
Head of communication: Marie de Bazelaire
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
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
The department advises and supports the Institute in legal matters, studies and analyzes legislation, regulations, legal precedents and the law.
Manager: Nathalie Wuylens
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.
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
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
The department maintains the infrastructure and the building and coordinates operations of technical service providers.
Manaher: Stéphane Paillet
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.
For further information on the conference center
Imagine Foundation's WOMEN-MEN equality index
Pursuant to the Professional Future Act of September 5, 2018, Imagine publishes the results of its gender equality index within the Imagine Foundation.
The gender equality index within the Imagine foundation is 82 points out of 100. "This is a very satisfactory result, notes Laure Boquet general delegate of the Imagine Institute. But we must continue in this direction and thus reaffirm our desire to guarantee professional equality between women and men and to promote diversity and professional mix.
To find out more
This index evaluates the professional equality between women and men within companies in the form of an overall score out of 100 points, which each company calculates from the following 4 indicators :
- Pay gap between women and men
- Gap in the proportion of women and men receiving raises
- Percentage of female employees receiving a raise after returning from maternity leave
- Number of employees of the underrepresented gender in the top 10 highest paid
Below the 75-point threshold, the company must define and implement corrective measures within three years.