Thе plaintiff, who worked for the defendant as a part-time school bus driver, complains in this Title VII suit about the creation of a hostile working environment, plus retaliation for complaining to the EEOC. There is no evidence at all of retaliation, so we confine our discussion to the charge of hostile working environment.
The plaintiff had complained, initially to the company’s regional vice-president, that “all levels of personnel” at the facility at which she worked “show blatant disrespect for their marital vows, watch pornography, usе foul language, tell vulgar jokes, ... [and] gamble openly.” She accused one of her coworkers of giving an assistant manager of the facility “red underwear made to look like an elephant’s head, with a sexually-suggestive trunk” at an office party, and accused another — the manager, no less — that among other enormities he had referred to a female bus driver (not the plaintiff) as a “fat ass,” had had an affair with another female driver, sold Avon products at work, told the plaintiff that his teenage daughter had watched him walk from the shower to his bedroom naked, and described an incident in which his male cat “raped” his female cat. There is more but this recital will give the flavor. Some of the plaintiffs complaints were substantiated (such as the gambling and the unauthorized sale of Avon products) and the offenders rebuked by upper management. Other of her complaints (for example about the mаnager’s watching pornography on his computer) were not substantiated. The plaintiff was fired for undermining internal relations at the facility, and damaging the credibility of the facility’s managеment, by her incessant complaining.
None of the speech and conduct that she complained about was directed at her, except that the manager had told the story of his naked stroll to the plaintiff directly and that once when she approached him about buying an Avon product called “Sensual Moments” he had said if that was what she wanted she shоuld join him in his office and shut the door. This pair of suggestive comments, standing alone, falls far short of the degree of harassment that creates a hostile working environment actionable under Title VII. See, e.g.,
Moser v. Indiana Department of Corrections,
The other incidents that the plaintiff complains about illustrate the difference between mere offense on the one hand and sеrious harassment on the other. The fact that one’s coworkers do or say things that offend one, however deeply, does not amount to harassment if one is not within the target area of the offending conduct — if, for example, the speech or conduct is offensive to women and one is a man, or offensive to whites and one is a black. One could
be
the target, as the plaintiff was in the two incidents we mentioned, and it was targeting that the Supreme Court seems to have had in mind in
Mentor Savings Bank v. Vinson,
Some cases term what we are calling the “target areа” form of actionable harassment “second-hand harassment” and intimate, or even, as in
Gleason v. Mesirow Financial, Inc., supra,
In suggesting the alternative term “target area,” we do not mean to suggest that there must be an intention of causing distress or offense. A working environment may be deeply hurtful to women even though the men who created it were merely trying to please themselves, аnd were thus guilty of insensitivity rather than aggression. Cf.
Markham v. White, supra,
Context may be critical to determining the object of hostility. If a male worker tells a female coworker that his male cat is raping his female cat, the remark could, in context, indicate a disregard for women’s feelings (or even a veiled threat), rather than a disregard for female cats’ feelings. But the plaintiff made no effort to establish such a context. Even the fact that another female bus driver was called a “fat ass” did not, standing alone, without context to illuminate it, imply discrimination against women. A man can be called a “fat ass,” just as a man can be called a “bitch.” More important, a gender-specific term of abuse, such as “son of a bitch,” need not imply hostility basеd on the abused person’s sex,
Kriss v. Sprint Communications Co.,
More important still, the cat-rape anecdote and the “fat ass” comment are examples of comments that while they may, depending оn their context, offend in respects relevant to Title VII, have only a tangential intersection with the plaintiff. When the manager called one of the woman drivers a “fat ass,” he mаy have been using a term that he would not have used of a man, but what if anything was he saying about the
plaintiff,
either directly or indirectly? And what if a male coworker is believed (apparently mistakenly in this case, but that is unimportant) to be watching pornography on his office computer? It wasn’t any of the plaintiffs business what the manager was looking at on his computer. It is not as if pоrnographic pictures were exhibited on the walls of the workplace or emailed to the plaintiff.
Markham v. White, supra,
One is put in mind of the distinction famously drawn by John Stuart Mill, in chapter 4 of On Liberty (1859), between “self-regarding” and “other-regarding” conduct. The former term refers to acts that inflict a direct harm on one, such as an assault, or a breach of contract, or an insult, and the latter to acts that harm one only in the sense that one is offended to learn about the conduct. The example Mill gave of аn other-regarding act was the distress that people in Britain felt upon learning that Mormons in Utah (this was before the Mormon Church renounced polygamy) were practicing polygаmy six thousand miles away. The counterpart today would be a worker offended by the fact that a coworker was of a different race or religion. The manager’s watching pornography was likewise in the nature of an “other-regarding” act so far as the plaintiff was concerned.
Intermediate between a “self-regarding” and an “other-regarding” act is thе situation in
Leibovitz v. New York City Transit Authority,
The more remote or indirect the act claimed to create a hostile working environment, the more attenuated the inference that the worker’s working environment was actually made unbearable, as the worker claims. Offense based purely on *556 hearsay or rumor really is “second hand”; it is less credible, and, for that reason and also because it is less confrontational, it is less wounding than offense based on hearing or seeing (for example, seеing the pornographic pictures with which the workplace is festooned); and it is also more difficult for the employer to control.
The American workplace would be а seething cauldron if workers could with impunity pepper their employer and eventually the EEOC and the courts with complaints of being offended by remarks and behaviors unrelated to the complainant except for his having overheard, or heard of, them. The pluralism of our society is mirrored in the workplace, creating endless occasions for offense. Civilized people refrain from words and conduct that offend the people around them, but not all workers are civilized all the time. Title VII is not a code of civility.
Affirmed.