Based upon the language of the Supreme Court in Harris v. Forklift, the court reasoned that “When the workplace is permeated with â€œdiscriminatory intimidation, ridicule, and insult, that is sufficiently severe or pervasive to alter the conditions of the victimâ€™s employment and create an abusive working environment, Title VII is violated. This standard, which we reaffirm today, takes a middle path between making actionable any conduct that is merely offensive and requiring the conduct to cause a tangible psychological injury. As we pointed out…â€œmere utterance of anâ€¦epithet which engenders offensive feelings in an employee,â€ does not sufficiently affect the conditions of employment to implicate Title VII. But we can say that whether an environment is â€œhostileâ€ or â€œabusiveâ€ can be determined only by looking at all the circumstances. These may include the frequency of the discriminatory conduct; its severity; whether it is physically threatening or humiliating, or a mere offensive utterance; and whether it unreasonably interferes with an employeeâ€™s work performance.
” With this standard in mind, create a fact pattern, listing at least three statements/conduct/actions that would constitute a hostile work environment based on race, gender, religion, or national origin.