With regard to the other types of harassment, the EEOC would adopt a "reasonable person in the same or similar circumstance" test to determine whether or not the conduct is sufficient to create a hostile work environment insofar as race, religion, gender, national origin, age or disability is concerned.
In general, the various antidiscrimination statutes require employers to maintain a working environment free of harassment. For any sort of hostile environment or "harassment" to be illegal, it must be sufficiently severe or pervasive as to alter the conditions of employment and create an abusive working environment. Proposed EEOC guidelines define harassment as verbal or physical conduct that "denigrates or shows hostility or aversion towards an individual" because of that individual's "race, religion, gender, national origin, age or disability." That standard is broadened to conduct by a harasser based on characteristics of an individual's relatives, friends or associates. According to the EEOC guidelines, harassment may include the following conduct relating to race, color, religion, gender, national origin, age or disability: