Title VII prohibits employers from racial discrimination with respect to an employee’s “compensation, terms, conditions, or privileges of employment…”42 U.S.C. § 2000e-2(a)(1). In order to hold an employer liable for a hostile work environment created by its employees, however, a plaintiff must prove, among other things, that there is a basis for employer liability. See Dear v. Shinseki, 578 F.3d 605 (7th Cir. 2009). This element is the issue at the heart of Vance. A basis for employer liability is automatically found if the harassing employee is a supervisor, but if the harassing employee is merely a co-worker then Vance must show that the employer was “negligent in either discovering or remedying the harassment.” Williams v. Waste Mgmt. of Ill., 361 F.3d 1021, 1029 (7th Cir. 2004).