According to Article 2, Subparagraph (f) and Article 5 of CEDAW, states should take all appropriate measures to eliminate the harm of gender stereotypes, as they are both a source and consequence of discrimination against women. Moreover, General Recommendation No. 25 of CEDAW obliges state parties to address prevalent gender relations and stereotypes not only through individual actions but also in laws, legislation, societal structures, and institutions, all of which impact women. As stated in the Taipei High Administrative Court’s verdict Su-Zi No. 1063, Eliminating gender stereotypes in the workplace and work-related demands that arise from such perceptions is not something that can be achieved overnight.... Stereotypes, which commonly occur in all professions, need to be corrected through education and training.... The concept of gender-friendliness can enhance the public’s sensitivity towards gender equality, enabling empathetic and role reversal-based understanding, and fostering a gender-friendly and substantively equal social environment. Taiwan’s Gender Equality in Employment Act has been in place for more than 20 years, yet service industries such as the civil aviation industry still often retain gender stereotype-based dress codes, showing that there remains room for improvement in raising employers and employees’ awareness and understanding of gender equality in the workplace. The UK’s Government Equalities Office the publication Dress codes and sex discrimination: what you need to know 64 in May 2018. It explains the laws regarding potential gender discrimination in female employee or applicant dress codes, provides relevant cases and FAQs, helps employees understand their rights, and assists employers in avoiding legal violations. The guidelines recommend that employers avoid making gender-related regulations such as requiring female employees to wear high heels. If 64 The Government Equalities Office (2018). Dress codes and sex discrimination: what you need to know. 80