The Corporate Health Plan is structured around four key elements:

the physical environment, which addresses factors such as lighting, noise and cafeteria services
the social environment, examples of which include leadership training, workshops in effective communication and conflict resolution, flexible working hours and supportive policies (e.g., employee awards and recognition program)
sense of control and access to support, which includes creative problem-solving skills, programs to support personal and professional growth, stress management skill building programs and vehicles for feedback
positive lifestyle behaviours, which include exercise, nutrition, smoking cessation and cancer prevention. The centerpiece of this initiative is the "Well Cell", a fully equipped, 24 hour a day employee fitness facility that opened in 1995

Since the implementation of the Corporate Health Plan, annual grievances have been reduced by 95%. Absenteeism was reduced from 6 days per year in 1993 to an average of 4 days in 1999, and the number of lost time injuries per 100 person years dropped from 2.5 in 1993 to 0.5 in 1999. Turnover at MDS Nordion is an average of 6%, compared to 10% in the high-tech industry. The MDS experience clearly illustrates how holistic and comprehensive health promotion policies in the workplace can yield benefits extending well beyond improvements in the health status of employees.

Implications for Practice

The organizational change process instituted by MDS Nordion meets most, if not all, of the conditions for successful workplace health promotion cited in the literature (Sullivan, 2004). These include:

the commitment and direct involvement of senior management
a participatory planning process involving all interested parties
a primary focus on the needs of employees
the optimal use of on-site resources
integration of the program with the corporate mission, vision and values
recognition that an employee's health is determined by an interdependent set of factors
tailoring to the special features of the workplace environment
a comprehensive evaluation that includes employee satisfaction measures as well as "bottom line" criteria (such as reduced absenteeism)
a long-term commitment to change