; and (ii) the types of tasks performed by younger males in such positions. (F) Interviews and surveys with workers and employers relating to early gender-based pay discrepancies. (G) Recommendations for— (i) addressing pay inequality for women from the teenage years through adulthood, including such women of color; (ii) addressing any disadvantages experienced by young women with respect to work experience and professional development; (iii) the development of standards and best practices for workers and employees to ensure better pay for young women and the prevention of early inequalities in the workplace; and (iv) expanding awareness for teenage girls on pay rates and employment rights in order to reduce greater inequalities in the overall labor force. 7. Establishment of the National Award for Pay Equity in the Workplace (a) In general There is established the Secretary of Labor’s National Award for Pay Equity in the Workplace, which shall be awarded, on an annual basis, to an employer to encourage proactive efforts to comply with section 6(d) of the Fair Labor Standards Act of 1938 ( 29 U.S.C. 206(d) ), as amended by this Act. (b) Criteria for qualification The Secretary of Labor shall set criteria for receipt of the award, including a requirement that an employer has made substantial effort to eliminate pay disparities between men and women, and deserves special recognition as a consequence of such effort. The Secretary shall establish procedures for the application and presentation of the award. (c) Business In this section, the term employer includes— (1) (A) a corporation, including a nonprofit corporation; (B) a partnership; (C) a professional association; (D) a labor organization; and (E) a business entity similar to an entity described in any of subparagraphs (A) through (D); (2) an entity carrying out an education referral program, a training program, such as an apprenticeship or management training program, or a similar program