Companies should think about women because women represent half the human resources available to them. Actually, the most productive response companies can make to women's presence in the workplace is the full assimilation of women into all areas and at all levels of corporate operations. Achieving full assimilation will require time, however. Presently, barriers to constructive change exist. These include women's unfamiliarity with the corporate environment, their need for career guidance and role models, and the high turnover rate among their group. Other barriers are traditional male perceptions of sex roles, the male-oriented corporate culture, need for maternity leave and other leave associated with parenting, the virtual absence of quality child care, and the problem of relocation. Companies can develop, and some in fact have implemented, methods for identifying employee and environmental problems actually or potentially impeding productivity. Methods now in use by corporations include a task force approach to identifying critical work and family issues, "surfacing" groups for identifying potential productivity problems within a specific employee population, and an environmental scanning process for monitoring new trends and developments in the world and within the corporation. Regardless of what other steps are taken, success in resolving productivity problems requires an effective communication policy and evaluation procedures. (RH)