and again that they would consider a trouser uniform option for female employees when they update their uniforms. However, companies like EVA Airways already have such an option for crew members based in Japan. This suggests that airlines are intentionally holding off on introducing trouser uniforms for female employees, even when the option is already there. d. The complainant also pointed out that the current Gender Equality in Employment Act only accepts complaints filed by individual workers and jobseekers. However, for business practices such as employee dress codes that involve an entire class of laborers, employees have no means of redress. 2) a. Claims The complainant cited the National Human Rights Commission of Korea’s (NHRCK) resolution involving Asiana Airlines’ gender discriminatory practices and asked the NHRC to publicly announce that Taiwanese airlines’ dress codes constitute a serious gender equality violation and are in violation of CEDAW. The complainant also asked that domestic airline companies immediately provide female cabin crew with a trouser uniform option to ensure that their fundamental rights are protected. b. The complainant asked that the current regulations be amended to address the lack of redress channels for systemic gender discrimination that is entrenched in industry practices. 2. Points of contention: What are the issues surrounding the investigation? 1) Whether these practices constitute gender discrimination: Is there differential treatment between male and female cabin crew regarding dress codes? If so, does the difference in treatment constitute a gender equality violation as described in CEDAW and other applicable human rights conventions, and does it expose female cabin crew to higher occupational safety and 6