Yes it still helps.
While one of the main reasons for this is to tighten up on discriminatory hiring practices, there are plenty of other good reasons.
Too many companies want to waste as much of peoples time throwing roadblocks in front of this very basic question, and to much of their own time as well.
My company wasted 3 months trying to hire someone for a help desk position, where of the candidates that got to interview, we were offering less than they could accept. Huge waste of everyone's time. In too many companies the hiring pipeline has become so mired in BS that it is almost impossible to navigate, and that seems to get worse as the company gets more successful.
As a counter example I can site a smaller internet security company. They posted rates that were fair, though not top rate in the postings. The posting contained basic but specific instructions for the application process. Anyone who followed those instructions got a prompt call back. If they passed a basic phone screening, they were brought in for an in-person interview, and the company was prepared to make an offer that day if they thought they had a strong applicant. Follow up interviews would be made as needed either to decide between strong candidates or if they needed to keep looking. That company did great and was growing well for a few years, then as they grew, a new CFO and a change of guard in the HR office broke everything. Poorly structured and vague postings with delusional requirements became the norm. Too many people wanted to "have input on the process" so candidates started to have 3-4 interviews, and longer ones. I remember passing people in the halls who literally looked tired. We started hiring more C's, who then hired D's.