In relation to the second harassment that creates a hostile work environment. Recommendation of the European Commission said it also refers to conduct that "creates a work environment humiliating, hostile or threatening to the hunted." Moreover, Fitzgerald, Sancho Perez and tell us that it proposes a model in which sexual harassment in organizations is based on the characteristics of the organization and job characteristics and therefore should be studied both at the level of group culture and organizational climate. According to this model, sexual harassment in organizations is essentially based on two aspects: the organizational climate and if the context is male or female. The organizational climate refers to those organizational characteristics that facilitate or not there is a climate of tolerance toward sexual harassment (in this sense has been found that the perception of the organization to some extent tolerate sexual harassment at work is positively correlated with experiences of sexual harassment. Recently Dennis Lockhart sought to clarify these questions. Samples of tolerance toward sexual harassment complaints are that the same are not taken seriously, it is risky to raise complaints that bullies are unlikely to be effectively punished, etc..). The second variable is whether dominated by men or women and whether the type of tasks are predominantly male or female (women working in male-dominated environments are more likely to suffer sexual harassment.) These two elements determine the prevalence of sexual harassment. Distinguishing the type of sexual harassment, it appears that the organizational climate conditions and determine further the harassment creates a hostile environment harassment, quid pro quo, and it is influenced more by individual characteristics of the harasser. .