“Our research makes it clear that corporate America has a transparency problem when it comes to this issue, with more than half of these top employers refusing to disclose information on their policies,” the report says.

“The data we were able to collect are startling: Our findings reveal that half of the companies we could confirm have discriminatory policies that leave out fathers, adoptive parents, and low-wage employees.”

PLUS’s research thus comes with a significant caveat, since so many major employers wouldn’t even talk about their policies.

In fact, the study says more than half those queried either don’t offer any family leave at all, or wouldn’t disclose their policies. And it wasn’t a simple matter of ignoring the request for information; eight companies (Boeing, FedEx, Honeywell International, HP, Infosys Limited, Marriott International, TJX, and Walgreens) wrote back informing PLUS that they would not share their policy to further the study.

The companies that did respond have varying policies, some robust, others minimal, many limited. Among the findings:

• No companies provide six months of maternity leave, the length recommended by the President of the American Academy of Pediatrics.

• 22 of the 29 confirmed company policies were considered discriminatory by PLUS, “with fathers receiving significantly less time than mothers, and/or adoptive parents receiving significantly less time than birth parents. In many cases fathers and adoptive parents received no leave at all, which has far-reaching implications for LGBTQ parents as well.”

• AT&T, CVS, General Motors, Ford, Starbucks, Supervalu, and Verizon reported they offer maternity leave, but no paternity leave.

• Low-wage employees generally got little or no paid family leave.

• Walmart offers paid leave to salaried workers, but not hourly employees.

It wasn’t all bad news. Responses from Deloitte, Bank of America, and Ernst & Young revealed employees at those firms receive top-drawer treatment: 16 weeks of fully paid parental leave for mothers, fathers, and adoptive parents.

Sadly, they were the exceptions, PLUS says, although the trend may be in the direction of more time off with pay for parents.

“These data are in contrast to the media buzz for paid family leave, which regularly highlights company announcements about strong new policies,” PLUS says. “A powerful trend is emerging as more employers create policies that address issues of equity, inclusion, and accessibility, but millions of Americans with urgent caregiving responsibilities remain left out.”