This study surveyed a representative sample of 1,057 companies with 100 or more employees to assess how U.S. companies are responding to the work-life needs of the nation's changing workforce. Specifically, the study sought to identify the extent to which companies provide benefits, programs, and policies and create supportive workplace environments addressing employees' work-life needs, and the characteristics of companies most likely to provide this assistance and support. The findings indicated that companies typically allowed workers to leave work to attend school/child care functions; employees were also allowed to return to work gradually following childbirth/adoption. Only 10 percent of company representatives thought that using flexible time and leave policies jeopardized employees' advancement opportunities. Companies were more likely to provide low-cost child care options such as dependent care assistance plans than high-cost options such as on-site child care. More than half the companies provided Employee Assistance Programs addressing work-life issues. Twelve percent of companies offered some type of program for teenage children of employees. Companies were most likely to train supervisors in managing diversity and least likely to have career counseling programs for women. Almost all companies offered health insurance for full-time employees, but only 33 percent offered benefits to part-time employees. Companies most likely to provide work-life program and supportive work environments were involved in finance/insurance/real estate services, were larger, had a larger proportion of top executive positions filled by women or minorities, a larger percentage of women or part-time employees, a lower percentage of hourly or union employees, a larger number of company sites, and reported difficulty in filling positions. (KB)