Female cabin crew comprise over 79%, and in some cases more than 95% of the workforce in Taiwanese airlines. Thus, the prohibition against female cabin crew wearing trousers, combined with detailed requirements regarding makeup and hair appearance significantly reinforce and perpetuate gender stereotypes in society in this gender-segregated occupation. 2. Gender-specific dress codes can lead to the exclusion of women and individuals with different gender identities from the labor market, or result in disadvantages within the labor market. Gender equality is a basic right guaranteed by the Universal Declaration of Human Rights, CEDAW, other international human rights laws, as well as the Constitution of the Republic of China (Taiwan). Gender equality must be observed in both the public and private sectors (including workplaces). With reference to Article 2, Article 5, and General Recommendation No. 28 of CEDAW, CEDAW particularly emphasizes that states should work to end traditional customs and social culture that reinforce the superiority of men, discriminate against women, or assign stereotypical roles and tasks to men and women based on gender. Such prejudices or stereotypes have long been the root cause of discrimination against women, making it difficult for women to know, enjoy, or exercise their rights and freedom equally. During the investigation of this case, the NHRC has frequently encountered critical comments aimed at cabin crew, such as: “They (the female cabin crew) were the ones applying for these jobs and should thus abide by their companies’ regulations. If they do not wish to abide by the regulations, then they should apply for other jobs;” or “This is not the only industry that requires female employees to wear skirts; how can you call this gender discrimination?” Taiwan’s Gender Equality in Employment Act was enacted to address 87