; (B) track labor market trends in the supply and demand of climate resilience workers by sector, geography, occupation, skills, and training level, highlighting areas of greatest demand and supply so as to inform job creation and training investments; (C) identify effective strategies in job creation, training, recruitment, employment and provision of ongoing support for climate resilience workers; (D) identify the successes, challenges, opportunities and needs of the climate resilience workforce; and (E) collect data (through reliance on BLS statistics and United States Energy and Employment Report data) on the demographic distribution of jobs created through the programs in this legislation, as well as wages of new jobs by worker demographics; (5) evaluate— (A) the effectiveness of the various funding streams created by this Act in supporting the growth of a well-equipped, skilled, and demographically representative climate resilience workforce; (B) the current minimum labor standards of climate resilience workers, barriers to improved safety, wages and worker voice, and potential regulatory and operational adjustments to improve those labor standards; (C) the relative job quality of climate resilience jobs, including wage and benefit levels, union density, and other relevant metrics; and (D) the Department of Labor’s role in diverse and equitable job creation for the climate resilience workforce, especially regarding race, ethnicity and gender for the programs created or supported through this Act; (6) highlight and make recommendations to address disparities and barriers in— (A) the hiring, retention or income of workers from frontline communities and populations facing barriers to employment; (B) achieving minimum labor standards specified in this Act for all climate resilience workers; (C) the creation of living-wage jobs in the climate resilience sector