On proactive responsibilities, I agree that it should start with the largest employers first, but I think there also needs to be some mechanism to empower people who are at the whim of their employer in defining the comparable groups to invoke some sort of outside expertise in some form. I myself have not seen an effective mechanism in any jurisdiction. Invariably, the most vulnerable workers are compared, according to their employer's choices, with people who are, for example, summer lifeguards. These are really inappropriate comparisons. There's really no room. The whole gender hierarchy in workplaces is such that a lot of people become silenced and are really frightened to speak up during pay equity periods of adjustment.
I agree that better monitoring and having this continue to be an obligation is something that really needs to become part of the culture of business management.