Question

Javier is a department manager who wants to increase headcount on his account and has partnered with the Recruiting and Communication teams to create Company-approved social media posts encouraging candidates to join Javier's team. Javier shares the social media post with his current team and asks that they share the post as well. Tam, who reports to Javier, clicks on the link which takes Tam to the post on Javier's social media page. The post advertising the job looks great, but in looking at Javier's other social media posts, Tam is shocked and offended. Immediately before and after Javier's post encouraging candidates to work for the Company are posts with videos and images of scantily clad women twerking and ' behaving in sexually suggestive ways. Has Javier done anything wrong here?
No, Javier's personal social media page is his business.
No, Javier got approval for a special social media post which was created and approved by the Company. There is nothing wrong with sharing an approved post on social media.
Yes, as a supervisor, Javier has a duty not to share or otherwise make available sexually suggestive content to his direct reports.
None of the above.

Answer 1

Yes. As a supervisor Javier has a duty to avoid exposing direct reports to sexually explicit or sexually suggestive material and to maintain a professional, non‑hostile work environment. Even though the recruitment post itself was Company‑approved, hosting or directing employees to a personal page that contains adjacent sexually suggestive content — and asking subordinates to view/share it — is inappropriate given the power differential and could contribute to a hostile work environment or a harassment claim.

Recommended steps: remove or hide the sexually suggestive content (or stop using that personal page for recruiting), stop asking team members to view or share from his personal account, notify HR or Recruiting so the approved post can be shared via official channels, and apologize to anyone who was offended.