Aug. 13 marked the number of days Black women would need to work into 2020 to catch up with what white men earned in 2019 alone. While still a major injustice, the number is part of a much bigger problem.

To commemorate Black Women’s Equal Pay Day, Lean In released its State of Black Women in Corporate America report. The research only reinforced what Lean In already knew.

Women are having a worse experience at work than men.

Women of color are having a worse experience than white women.

And Black women in particular are having the worst experience of all.

The new report, which draws heavily on Lean In and McKinsey & Co.’s annual Women in the Workplace study, shines a light on the barriers holding Black women back at work. Here are some of the key findings from the report:

THE PROBLEMS

Black women are significantly underrepresented in leadership roles. In fact, they hold only 1.4% of C-suite jobs.

Black women are much less likely to be promoted to manager — and representation dwindles from there. For every 100 men promoted to manager, only 58 Black women are promoted.

Black women’s successes are often discounted. When a Black woman succeeds, people often attribute her accomplishments to factors outside her control, such as affirmative action, help from others, or random chance.

Black women receive less support from their managers. Only 29% said their managers advocate for new opportunities on their behalf.

Black women are less likely to interact with senior leaders. A staggering 59% report having never interacted with a senior leader at work.

Black women experience a wider range of microaggressions.

The “Only” experience is far too common for Black women. Fifty-four percent of Black women say they are often “Onlys” — meaning they are the only Black person or one of the only Black people in the room at work.

Black women remain highly ambitious in spite of the obstacles they face.

WHAT COMPANIES NEED TO DO

Commit to making Black women’s advancement a business priority. Many corporate diversity efforts focus on either gender or race. But very few focus on gender and race combined.

Share metrics. Giving employees visibility into how the company is performing against diversity goals can help everyone understand why proactive efforts to advance Black women are so important.

Look at metrics beyond just representation. Mentorship, sponsorship and professional development opportunities also have a big impact on Black women’s advancement and experiences at work.

Reward progress. Currently, fewer than 1 in 5 companies offer financial incentives for senior leaders who meet diversity targets. Companies need to hold leaders and managers accountable for meeting diversity goals, which means incorporating those goals into management expectations and performance reviews.

Read the full report at LeanIn.org.