If a gender audit checks only total male female numbers what gap remains?

Correct answer: Detailed analysis of experience age position and pay levels is missed

The direct answer is A: detailed analysis by experience, age, position and pay level is missed. A gender audit is not just a headcount. It examines where people are placed, what they earn, what opportunities they receive and whether different groups progress equally. Step by step: count men and women; separate the figures by department, grade, age, experience and pay; compare access to promotion, training and decision-making; identify hidden patterns. If only the total numbers are checked, a company may look balanced while women are concentrated in junior or lower-paid jobs. Option A is correct. Option B is wrong because adding these details makes an audit more useful, not too wide. Option C is wrong because equal totals do not prove equality in treatment or outcomes. Option D is wrong because data cannot by itself remove the need for training. Memory cue: a headcount tells “how many”; disaggregated data tells “where, who and with what result.”