the Coral Gables store were Hispanic, and that Hispanic persons made up 70 per cent of management. Although a member of a majority group may be a victim of discrimination, that majority status is a factor the court may consider in determining whether there is discriminatory intimidation. See Harris, 510 U.S. at 22-24, 114 S.Ct. at 371. Assuming that the psychological impact was so severe as to interfere with the plaintiffs ability to perform her duties, the defendant would still be immune from liability. Prado never reported any of these allegedly harassing incidents to anyone at Juria’s prior to her resignation. It was therefore highly improbable that Luria’s knew of a need to take reasonable'steps to rectify any harassment prior to Prado’s resignation. Baskerville, 50 F.3d 428, 432 (<HOLDING>). There is no evidence in the record that
holding that an employers legal duty is discharged if it takes reasonable steps to discover and rectify acts of harassment holding that if a direct supervisor who had the responsibility to stop harassment knew of and failed to act against it the plaintiff has no further obligation to bring it to the employers attention holding that when an employer takes steps to accommodate an employees restrictions it is not thereby conceding that the employee is disabled under the ada or that it regards the employee as disabled 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 an employer is not liable where it takes reasonable steps to provide an accommodation and the employee is responsible for a breakdown in the process of identifying a reasonable accommodation