; (VI) whether the conduct is threatening; (VII) any power differential between the alleged harasser and the person allegedly harassed; (VIII) any use of epithets, slurs, or other conduct that is humiliating or degrading; or (IX) whether the conduct reflects stereotypes about individuals in the protected class involved; and (iv) in determining whether conduct constitutes harassment, conduct may be harassment regardless of whether, for example— (I) the complaining party is not the individual being harassed; (II) the complaining party acquiesced or otherwise submitted to, or participated in, the conduct; (III) the conduct is also experienced by others outside the protected class involved; (IV) the complaining party was able to continue carrying out duties and responsibilities of the party’s job despite the conduct; (V) the conduct did not cause a tangible injury or psychological injury; or (VI) the conduct occurred outside of the workplace. (b) Establishment of Office of Employee Advocacy (1) In general Not later than one year after the date of the enactment of this Act, the Secretary shall establish a new office to be the Office of Employee Advocacy, to be headed by a full-time Chief Advocate. Personnel of the Office shall be appointed without regard to political affiliation and solely on the basis of fitness to perform the duties of the position. The Chief Advocate— (A) shall report directly to the Under Secretary for Management