however, the only conduct by the nurses which even tangentially relates to Ms. Escobedo’s national origin is the English-only instruction related to the operating rooms. But, as we have noted, Ms. Escobedo has not alleged that it was a vehicle to effect any discriminatory animus harbored by the nurses, let alone provide evidence of such intent or effect; to the contrary, Ms. Escobedo testified that she got along well with the nurses and they supported her in disputes with her supervisors. This evidence before us thus simply does not permit an inference of “overt” discrimination as required by our precedent' and we cannot say that the combination of the two incidents could reasonably be found to have created a hostile atmosphere. See Bolden v. PRC Inc., 43 F.3d 545, 551 (10th Cir.1994) (<HOLDING>); cf. O’Shea, 185 F.3d at 1098, 1102 (holding
holding that supervisors routine vulgar references to plaintiff could not support a hostile work environment claim because plaintiff was unaware of the comments and to show that he or she perceived the environment as hostile a title vii plaintiff must at least have been aware of those comments holding that plaintiff failed to present a triable issue as to a hostile work environment where the derisive environment in the workshop was universal  he was not singled out for abuse  and he failed to show the derisive atmosphere stemmed from racial animus recognizing a hostile work environment claim under section 1983 holding that the plaintiff failed to state an agebased hostile work environment claim where the plaintiffs proffered evidence was nothing more than a collection of unrelated and infrequent incidents of conduct by the defendants that the plaintiff subjectively construe as acts motived by agerelated animus and which was devoid of the agerelated comments or ridicule that are hallmarks of hostile work environment claims holding that a viable hostile work environment claim requires an environment that a reasonable person would find hostile or abusive