; (ii) submission to or rejection of such conduct is used as the basis for an employment decision affecting an individual’s employment; or (iii) such conduct unreasonably alters an individual's terms, conditions, or privileges of employment, including by creating an intimidating, hostile, or offensive work environment; and (D) in determining whether conduct constitutes harassment because the conduct unreasonably alters an individual’s terms, conditions, or privileges of employment, including by creating an intimidating, hostile, or offensive work environment, the following rules shall apply— (i) that determination shall be made on the basis of the record as a whole, according to the totality of the circumstances. A single incident may constitute workplace harassment; (ii) incidents that may be workplace harassment shall be considered in the aggregate, with— (I) conduct of varying types (such as expressions of sex-based hostility, requests for sexual favors, and denial of employment opportunities due to sexual orientation) viewed in totality, rather than in isolation; and (II) conduct based on multiple protected characteristics (such as sex and race) viewed in totality, rather than in isolation; (iii) the factors specified in this subparagraph are among the factors to be considered in determining whether conduct constitutes harassment and are not meant to be exhaustive. No one of those factors shall be considered to be determinative in establishing whether conduct constitutes harassment. Such factors are each of the following— (I) the frequency of the conduct; (II) the duration of the conduct; (III) the location where the conduct occurred; (IV) the number of individuals engaged in the conduct; (V) the nature of the conduct, which may include physical, verbal, pictorial, or visual conduct, and conduct that occurs in person or is transmitted, such as electronically; (VI) whether the conduct is threatening; (VII) any power differential between the alleged harasser and the person allegedly harassed