Yan Joey ¶ 4 (attached to Mot. to Compel) (“Joey Decl.”); Declaration of Kaoru Sawada ¶ 4 (attached to Mot. to Compel) (“Sawada Decl.”). Plaintiff concedes that his cell phone contains “intimate, highly personal” and “unclothed images,” Affidavit of Andrei Smith ¶¶ 18, 20 (attached to Opp. to Mot. to Compel) (“Smith Aff.”), but denies having willingly shared the images with his co-workers. II. ANALYSIS “For good cause, the court may order discovery of any matter relevant to the subject matter involved in the action.” Fed.R.Civ.P. 26(b)(1). Defendant argues that the images are relevant to whether plaintiff invited a hostile work environment and whether he was subjectively offended by defendant’s alleged conduct. See Regan v. Grill Concepts-D.C., Inc., 338 F.Supp.2d 131, 134 (D.D.C.2004) (<HOLDING>) (emphasis added) (citing Lively v. Flexible
holding that harassment of women working alongside plaintiff was relevant to question of creation of environment viola tive of title vii  although vinson was a sexual harassment case the principles underlying a hostile environment theory are equally applicable in sexual harassment and racial harassment cases holding that dchra requires plaintiff to establish that he has been subjected to unwelcome harassment in the workplace holding that the plaintiff must establish that a supervisors harassment was within the scope of his employment and that the employer failed to respond adequately and effectively when it learned of the harassment holding that a defendants notice of prior harassment against victims other than the plaintiff can give rise to title ix liability so long as the defendant possessed enough knowledge of the harassment that it could reasonably have responded with remedial measures to address the kind of harassment upon which the plaintiffs legal claim is based holding that employer has nondelegable duty to provide safe workplace