(In a hostile work environment sex discrimination, the court must consider the totality of the circumstances including evidence of sexually harassing conduct, even if it does not expressly target the plaintiff, as well as evidence of non-sexual conduct directed at the plaintiff that a jury could find retaliatory or intimidating. And conduct, particularly of a supervisor, must be considered even if it nominally occurs outside work–particularly, when the supervisor’s sexually demeaning conduct occurs in social media posts that can be viewed by co-workers at work or elsewhere.