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Discrimination and Sexual Harassment Quick Reference Guide for Managers - Sex-based Discrimination

It is illegal to label jobs as a man's job or a woman's job, and likewise illegal to base promotions or work assignments based on those labels. Assumptions cannot be made about a person's personality or job commitment based on his or her gender. (e.g., coaching a boy's team or a girl's team)

More about sex-based discrimination.

Equal Work for Equal Pay

Both jobs must entail:

  • Equal levels of skill
  • Equal effort and responsibility
  • Be performed under similar conditions


  • Do not make assumptions about a woman's long-term commitment to her job as compared to a man's long-term commitment. For example, a woman will leave the workforce early to care for a family while a man won't.

  • Do not make assumptions about personality stereotypes based on sex. For example, men are dominant while women are passive; therefore a man would make a better administrator. Men are less caring, women are more caring, and therefore a woman would be a better kindergarten teacher.

Agency Liability

  • Management is liable for harassment resulting in a tangible employment action regardless of whether higher management knew or should have known of the conduct.
  • Management is liable for co-worker harassment if it knew or should have known of the harassment and failed to take immediate and appropriate corrective action.
  • Nothing is off the record or unofficial.

Sexual Harassment

  • Is Sexual Discrimination
  • The harasser as well as the target can be a man or a woman.
  • The conduct must be unwelcome to the target of the harassment.
  • Harassment can be verbal, physical, or pictorial.
  • Claimant does not have to be the person at whom the offensive conduct is directed but can be anyone affected by the conduct.

Categories of Sexual Harassment

  • Harassment Resulting in a Tangible Employment Action

    • Only a supervisor or manager can undertake a tangible action.
    • The demand for sexual favors in return for job benefits can be explicit or implicit.
    • One instance of harassment resulting in a tangible employment action is sufficient to constitute a violation.

  • Hostile Environment Harassment

    • Sexual comments or conduct that unreasonably interferes with a person's work performance or creates an intimidating, hostile or offensive working environment.
    • Supervisor, co-worker, or non-employee can commit this type of harassment.
    • More frequent the conduct, the less severe it need be to create a hostile environment.
    • Severe psychological harm is not necessary to establish violation.
Manager's Quick Reference Guide - Table of Contents
DoDEA Americas DMEO Contacts

DMEO Program Manager

Phone: 678-364-6655
Blackberry: 678-554-9687
Fax: 770-632-8720

DMEO Counselor

Phone: 678-364-8013
Fax: 770-632-8720

Employees and applicants must contact the EEO Office at: 700 Westpark Drive, 3rd Floor, Peachtree City, GA 30269 (phone numbers above), within 45 days of the discriminating act to begin complaint counseling. EEO counselors assigned to process informal complaints are appointed by the EEO Chief. They are not advocates for management or the complainant, but serve as an impartial third party.


DoDEA Diversity Management and Equal Opportunity (DMEO) Program

EEO Complaint Process

Quick Reference Guide for Managers - Discrimination and Sexual Harassment Allegations

DoDEA EEO Policy

Reasonable Accommodation Policy

DoDEA EEO Regulation 5713.9

EEOC Regulations on Federal Sector EEO, 29 C.F.R. Part 1614

Equal Employment Opportunity Commission (EEOC) Website