discrimination provision is binding, where it concerns generally applicable concepts, across the board. 3 A. Exceptions The Equal Treatment Directive, transposed into domestic law by the SDA, provides that Member States may 'exclude from its field of application those occupational activities and, where appropriate, the training leading thereto, for which, by reason of their nature and of the context in which they are carried out, the sex of the worker constitutes a determining factor'. This SDA contains a special provision disapplying the prohibition on sex discrimination 4 in relation to (s 19) 'employment ... for purposes of an organised religion' where a requirement to be of a particular sex 5 is imposed '(i) so as to comply with the doctrines of the religion, (ii) because of the nature of the employment and the context in which it is carried out, so as to avoid conflicting with the strongly-held religious convictions of a significant number of the religion's followers'. Prior to 2005 domestic jurisprudence effectively precluded employment-related claims by ministers of religion in any event, 6 and some sex/gender discrimination by religious organisations in relation to workers other than religious ministers would be covered by a genuine occupation qualification (GOQ) or other defence. The GOQ defence permits jobs to be restricted by reference to gender where, inter alia (s 7(2)(e)) 'the holder of the job provides individuals with personal services promoting their welfare or education, or similar personal services, and those services can most effectively be provided by a man'. This