136 F.3d at 1432. Relevant considerations to determine if an environment is objectively hostile 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 employee’s work performance.” Faragher v. City of Boca Raton, 524 U.S. at 787-88, 118 S.Ct. 2275 (quoting Harris v. Forklift Systems, Inc., 510 U.S. at 21, 114 S.Ct. 367)(internal citations and quotations omitted). Again, Gerald alleges essentially four incidents in support of his hostile work environment claim: he contends that Locksley threatened him, that Locksley attacked him, that Locksley treated black coaches worse than white coaches, and that the Krebs discouraged Gerald from 1994)(<HOLDING>), cert. denied, 516 U.S. 826, 116 S.Ct. 92, 133
holding that racial discrimination is not a personal injury tort holding that the use of racial slurs and menacing remarks constitute severe conduct recognizing that the distinction between national origin and racial discrimination is an extremely difficult one to trace and holding that plaintiffs allegations of racial discrimination were sufficient to survive a motion to dismiss holding that conduct occurring after the formation of an employment contract could not be racial discrimination under  1981 holding that only two overtly racial comments and one arguably racial remark over the course of the plaintiffs eight years of employment did not constitute pervasive conduct