The solution is that the government must ensure that all workplaces are non-discriminatory and enhance both employers’ and employees’ awareness of human rights and gender equality so that the substantive equality guaranteed by CEDAW can be achieved. 3. The government has failed to take immediate and appropriate measures to prevent female cabin crew from being subjected to third-party discrimination and to actively promote gender equality. From the information provided by various government entities and during interviews and consultations, the NHRC found that these government entities failed to reference the definitions provided in CEDAW when reviewing gender discrimination cases, focused on soft measures such as advocacy, left complainants unable to apply for relief through labor unions, or lacked the knowledge to prevent occupational safety risks. The issue of insufficient prevention, protection, and relief mechanisms makes it difficult to eliminate individual or collective discrimination against women in the private sector. As a result, female cabin crew are unable to equally enjoy the employment rights and healthy and safe working conditions guaranteed by Article 11 of CEDAW in their work. Paragraph 10 of General Recommendation No. 28 of CEDAW and Paragraph 42 of General Comment No. 16 of the CESCR advise that countries are obliged to avoid engaging in acts of negligence or omission that result in discrimination against women. It has been more than 20 years since the Gender Equality in Employment Act was implemented, and more than 10 years since the Enforcement Act of the Convention on the Elimination of All Forms of Discrimination against Women came into effect. However, industries such as the civil aviation sector continue to enforce differing dress codes for male and female employees that only exist because of gender stereotypes. There have been a number of complaints or lawsuits arising from disputes over dress codes in workplaces. Nevertheless, the government has not yet provided guiding principles for businesses to formulate dress codes that increase employers and employees’ awareness and understanding of 89