Ms. Toomer that she did not find the action figure display offensive, and that the-action figure was an ape, not a monkey. Id, at 146:4-147:14. Ms. Stiger also allegedly asked Ms. Toomer, “[D]o you think of yourself as a monkey?” Id. at 147:19-23. Assuming Ms. Stiger responded to Ms. Toomer’s complaint in the manner that Ms. Toomer alleges — Ms. Stiger denies having made the comments, Dep. of Diane Stiger (“Stiger Dep.”), ECF No. 68-3 at 133:7-16 — as a matter of law there still was no hostile work environment. To prevail on her racially hostile work environment claim, Ms. Toomer must show that she was subject to discriminatory intimidation, ridicule, and insult that was “sufficiently severe or pervasive to alter the conditions of [her] employment and create an abus , 51 (D.D.C. 1997) (<HOLDING>). Thus Ms. Stiger’s comments were not
holding that plaintiffs allegation of one incident where supervisor wrapped his arms around her and made sexually explicit statements was not sufficient to establish a claim of a hostile working environment absent the most stringent circumstances courts have refused to hold that one incident in itself was so severe as to create a hostile work environment holding single incident of sexual harassment was neither sufficiently pervasive nor severe to constitute a hostile work environment holding that a supervisors remarks to an africanamerican employee  calling her girl gal rascal and you people  were racerelated but lacking the racial animus that is so severe and pervasive as to create a hostile environment holding that calling an employee with mental health issues names like crazy and lunatic did not suffice to create a hostile work environment holding that a claim of constructive discharge requires a showing of harassment that is more severe and pervasive than that required to show a hostile work environment