situations, followed by abstract and general phrases to summarize the rest. The regulated scenarios include the recruitment, screen testing, hiring, placement, and assignment of applicants and employees before entering the workplace as well as their performance evaluations and promotion once they have been hired. If employers’ management measures or work rules involve gender discrimination, they also fall within the prohibited scope of this article. Dress code regulations such as uniforms, shoes, stockings, makeup, and hair regulations are all part of the employers’ management measures or work rules. d) Accordingly, this case was reviewed using Article 7 of the Gender Equality in Employment Act: First, do the dress codes vary according to gender? A comparison of the previously described dress codes for uniforms, shoes, stockings, makeup, and hair reveals differences between the dress codes for male and female cabin crew, confirming the presence of gender differences. e) Next, do these differences constitute differential treatment? Article 2 of the Enforcement Rules for the Act of Gender Equality in Employment states: “Discriminatory treatment referred to in Articles 7-11, 31 and 35 of the Act shall mean that employers directly or indirectly treat employees or applicants adversely because of their gender or sexual orientation.” If employers directly use gender as a condition for hiring, placing, assigning, or promoting employees, it constitutes direct adverse treatment (or “direct discrimination”). If employers indirectly use gender as a condition for hiring employees (i.e., via seemingly neutral regulations, measures, standards, or procedures) and the conditions are confirmed to have a negative effect on different interpretation, items included under ‘etc.’ must be considered to have the same significance as the listed items for the regulations to apply.... In principle, ‘etc.’ should be interpreted as ‘other similar matters.’” See: Y.P., Zheng (1982). “The Word ‘Etc.’ and Enumerative Provisions.” Studies in Civil and Commercial Law Issues (Vol. III) (Taipei: Sanmin), p. 350. 51