There's a really tricky and little-know (IMO) aspect to all this for organizations.

They are bound by federal and provincial legislation re: equal pay, and the generic job "measurement" or "weighting" factors of skill, effort, responsibility and working conditions are enshrined in EPWEV law .. so HR departments continue to have the position that they MUST use job definition and measurement tools to design and define the work that takes place in their organization(s).