Women aren’t likely to become company chief executive officers —not because of any lack of talent or ability, but because theyaren’t getting that all-important first managerial promotion.

And that, in turn, holds them back for the rest of theircareers.

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That’s according to “Women in the Workplace 2016,” an annualstudy of the state of women in corporate America, released byMcKinsey & Co. and LeanIn.Org. The study found that women fallbehind early and stay behind, facing ever-greater challenges themore senior they become.

They’re less likely to receive that first critical promotion tomanager — for every 100 women promoted to manager, 130 men arepromoted — and that means fewer women make it onto the leadershiptrack.

In turn, that makes them less likely to be hired intomore-senior positions, with the end result being a winnowing ofwomen away from high-level jobs. By the time women make it tosenior vice president, they hold only 20 percent of line roles —but line roles are key to promotion: In 2015, 90 percent of newCEOs in the S&P 500 were promoted or hired from line roles.

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The study is based on pipeline data and information on humanresources practices from 132 companies that employ more than 4.6million people, including Visa, MetLife, JPMorgan Chase & Co.,Procter & Gamble, Facebook and General Motors. In addition,more than 34,000 employees completed a survey designed to exploretheir experiences regarding gender, opportunity, career andwork-life issues.

It may come as a surprise that women negotiate for promotionsand raises as often as men. But it won’t surprise any woman tolearn that they face pushback when they do. They are 30 percentmore likely than men who negotiate to receive feedback that theyare “intimidating,” “too aggressive” or “bossy.”

They also don’t get informal feedback as often as men do, eventhough they ask for it as often as their male counterparts. Add tothat the fact that they have less access to senior-level sponsors,and you have a climate that makes women almost three times morelikely than men to think their gender will make it harder to get araise, promotion, or chance to get ahead.

Related: C-suite remains male-dominated

Women of color come in for the toughest road to the top, comingup against the most barriers and the steepest drop-offs withseniority, despite having higher aspirations for becoming a topexecutive.

They are 9 percent less likely to say they’ve received achallenging new assignment, 21 percent less likely to think thebest opportunities go to the most deserving employees and 10percent less likely to feel comfortable being themselves as work.They’re also more likely to say they have less access toopportunities, and see a workplace that is less fair andinclusive.