Final answer:
The statement is true; Title VII of the Civil Rights Act of 1964, which is gender-neutral, recognizes sexual harassment as a form of sex discrimination and applies to all employees regardless of gender. The Supreme Court has affirmed this interpretation, ensuring that employers are responsible for preventing harassment in the workplace.
Step-by-step explanation:
The statement that the court made clear that Title VII is gender-neutral and recognizes sexual harassment as a form of discrimination, regardless of the victim or harasser's gender is true. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of sex, as well as race, color, national origin, and religion. It has been interpreted by the Supreme Court to include protection against sexual harassment. This interpretation was further solidified in the landmark case of Meritor Savings Bank v. Vinson, where the court held that sexual harassment is a form of sex discrimination.
Sexual harassment can create a hostile work environment and is characterized by unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. This includes lewd remarks and uninvited and offensive touching. The Equal Employment Opportunity Commission (EEOC) enforces Title VII and defines sexual harassment, outlining the responsibilities of employers to maintain a harassment-free workplace.
It is significant to note that the protection against sexual harassment under Title VII is not confined to women; it applies universally to any employee, regardless of gender. This inclusive protection was affirmed by the United States Supreme Court in cases such as Oncale v. Sundowner Offshore Services, demonstrating the court's commitment to a broad and inclusive interpretation of Title VII protections.