top of page

Reviewing the EEOC's Updated Guidance: Key Updates

The Equal Employment Opportunity Commission's (EEOC) recently released "Enforcement Guidance on Harassment at Work" represents a significant evolution in its approach to this widespread issue. Understanding these shifts is crucial for employers aiming to maintain safe, respectful work environments and minimize their legal risk.

Key Updates: What Employers Need to Know

  • Expanded Definition of Harassment: Harassment doesn't need to be severe OR pervasive to violate Title VII. A single, serious act or a pattern of less severe ones can be illegal if based on a protected characteristic (race, sex, religion, disability, etc.).

  • The "Reasonable Person" Standard Strengthened: The guidance emphasizes the harassee's perspective. Conduct that creates a hostile or offensive environment judged from a reasonable person's point of view can be considered illegal, even if the harasser didn't intend to cause harm.

  • Supervisor Liability: Employers are held to a higher standard. They can be liable for supervisor harassment if they failed to take reasonable action to prevent OR correct it – even if the employee didn't formally complain.

  • Bystander Interventions: The EEOC encourages bystanders to intervene safely when they witness harassment. Employers should support these interventions and protect those who speak up from retaliation. This requires more than simply mentioning bystander intervention in your harassment policy.

  • Remote Work Considerations: Harassment doesn't stop when employees log off. Virtual work environments require the same level of vigilance from employers to prevent and address harassment.

Practical Implications for Employers

  1. Policy Refresh: Review and update harassment policies to align with the EEOC's expanded definition and emphasis on prevention. Outline what constitutes harassment and provide multiple reporting avenues, ensuring employees have options beyond their direct supervisors.

  2. Robust Training: Go beyond once-a-year compliance checks. Training should be engaging, scenario-based, and include:

  • How to recognize different forms of harassment

  • Bystander intervention techniques

  • Specific guidance for managers on their heightened responsibilities for preventing and addressing harassment

  1. Rethink Investigation Processes: Ensure protocols are prompt, thorough, and impartial. Consider bringing in outside investigators for complex cases, especially those involving senior management.

  2. Focus on Culture: Your best defense is a positive workplace culture where inappropriate behavior is not tolerated. Promote respect, encourage employees to speak up, and clarify that harassment will never be dismissed as "just a joke."

Additional takeaways

  • LGBTQ+ Protections Strengthened: The guidance affirms that Title VII covers harassment based on sexual orientation and gender identity.

  • Retaliation Prevention: Employers cannot punish employees for reporting harassment or participating in investigations, even if the original complaint is unfounded.

  • Intersectionality: Recognize that harassment can be compounded for individuals who belong to multiple protected classes (e.g., a woman of color facing harassment related to both race and gender). This highlights why creating an inclusive workplace culture is so crucial.

Beyond the Legalese: Ethical Leadership Matters

While complying with the EEOC's guidance is a legal obligation, ethical leadership demands more. Here's how employers can go further:

  • The Bystander Effect & Training: Offer practical tips on how to intervene safely when witnessing harassment, including de-escalation techniques or ways to support a colleague being targeted.

  • Model Respectful Behavior: Leaders set the tone. When senior management models professionalism inclusivity and holds everyone accountable, it creates a top-down culture where harassment is far less likely to take root.

    • Stating this expectation goes a long way: "We all have different ideas of happiness (faith, love, marriage, political ideology, etc.), no one is asking you to believe or become anyone else's idea of happiness, but while you are here at work, you are expected to be respectful and polite to all your colleagues."

  • Acknowledgement & Learning: If harassment occurs, address it swiftly, offer support to the victim, and use it as a learning opportunity to improve your workplace culture.

Staying Vigilant Against Workplace Harassment

The EEOC's updated guidance underscores that preventing harassment isn't just a legal matter; it's an ethical imperative. Employers who embrace this message are positioned not only to avoid costly lawsuits but to create workplaces where every employee feels safe, valued, and able to reach their full potential.


Disclaimer: This article provides general information and is not a substitute for legal advice. Consult with an employment lawyer for specific guidance on your company's obligations.

14 views0 comments


bottom of page