Answer – Gender discrimination at Air France – E-002757/2016

1. Directive 2006/54/EC prohibits any direct or indirect discrimination on grounds of sex in relation to employment and working conditions (Article 14 (1)(c)). This directive does however not prohibit the adoption of a dress code to be followed by employees as long as the rules do not discriminate between the male and female employees.

In the case referred to by the Honourable Member, the company concerned requires its employees to dress in accordance with the rules in place in a country outside the European Union, when its employees transit through the territory of this country. There is no evidence of any discrimination on grounds of sex in the internal rules of this company.

2. The implementation of the Joint Comprehensive Plan of Action and the lifting of the EU nuclear-related economic and financial sanctions have opened new prospects for cooperation with Iran.

3. With a view to renewing a dialogue to strengthen trade and investment relations between Iran and EU, both sides will exchange visits of expert delegations as first step. The EU will also support and assist Iran to become a member of the World Trade Organisation (WTO) as a way to better integrate the country in the international rules based economic system, as well as the ILO (International Labour Organisation) norms and standards, which include two fundamental Conventions on equal remuneration(1) and discrimination in employment and occupation(2).

(1) Equal Remuneration Convention, 1951 (No 100).
(2) Discrimination (Employment and Occupation) Convention, 1958 (No 111).

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