When determining whether specific conduct is considered to be hostile, the EEOC evaluates the conduct from the viewpoint of a/an

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The EEOC evaluates the conduct from the viewpoint of a reasonable person, which is someone who is impartial and does not have any biases towards the person or group being targeted. This standard takes into account the perceptions of a wide range of individuals, including those from different cultures, ethnic backgrounds, and genders. It also considers the severity, frequency, and pervasiveness of the conduct in question. The use of the term "reasonable person" rather than "average person" or "average worker" underscores the importance of objectivity in evaluating harassment allegations.

When Determining Whether Specific Conduct Is Considered to Be Hostile