; (B) ensuring that companies receiving Federal contracts comply with anti-discrimination affirmative action requirements of Executive Order 11246 (relating to equal employment opportunity); (C) disseminating information about women’s rights in the workplace; (D) helping women who have been victims of pay discrimination obtain a remedy; and (E) being proactive in investigating and prosecuting equal pay violations, especially systemic violations, and in enforcing all of its mandates. (7) The Equal Employment Opportunity Commission is the primary enforcement agency for claims made under the Equal Pay Act of 1963, and issues regulations and guidance on appropriate interpretations of the law. (8) With a stronger commitment by the Department of Labor and the Equal Employment Opportunity Commission to their responsibilities, increased information as a result of the amendments made by this Act to the Equal Pay Act of 1963, wage data, and more effective remedies, women will be better able to recognize and enforce their rights. (9) Certain employers have already made great strides in eradicating unfair pay disparities in the workplace and their achievements should be recognized. 3. Enhanced enforcement of equal pay requirements (a) Bona Fide factor defense and modification of same establishment requirement Section 6(d)(1) of the Fair Labor Standards Act of 1938 ( 29 U.S.C. 206(d)(1) ) is amended— (1) by striking No employer having and inserting (A) No employer having ; (2) by striking any other factor other than sex and inserting a bona fide factor other than sex, such as education, training, or experience ; and (3) by inserting at the end the following: (B) The bona fide factor defense described in subparagraph (A)(iv) shall apply only if the employer demonstrates that such factor (i) is not based upon or derived from a sex-based differential in compensation; (ii) is job-related with respect to the position in question; (iii) is consistent with business necessity