Princeton University Ombuds Office – Responding to Racial and Ethnic Harassment

Relevant excerpt

In fact, sometimes it is so subtle that it may be only after a series of incidents that a person may begin to feel that harassment is occurring. For example, a member of a racial or ethnic minority may hear colleagues using demeaning terms to refer to persons of his or her ethnic background. In addition, the person is the only racial or ethnic minority in this group and finds that he or she is consistently assigned the least favorable assignments. The person begins to reflect on the mentoring and additional training opportunities that have gone to persons with fewer qualifications. Finally, the person is discouraged from inquiring about opportunities for advancement because he or she is told, 'People like you often have difficulty in those positions.' These incidents, taken in isolation, may not constitute racial or ethnic harassment. However, when this person views these incidents as a series of on-going offenses, he or she may well conclude that a pattern of racial or ethnic harassment exists.