Abstract
Excerpt: Strah et al. (Reference Strah, Rupp and Morris2021) discuss the role of job analysis and job classification as a method for helping organizations in the systematic determination of equivalent jobs per legal standards. It is presumed that they make these recommendations with a goal of less gender-based pay discrimination in the workplace. The purpose of the commentary is to address the practical applicability of the recommendations of Strah et al. from a legal, societal, and corporate perspective using the authors combined professional experiences as a lawyer/judge, job analyst, corporate human resources (HR) professional, and senior corporate executive. We finish with a discussion on the current state of work and work locations, addressing challenges of implementing job analysis in remote work contexts.