Take the complaint up with your boss again, this time with a document it with a tape recorder. Contrary to what anyone says including HR as long as one person knows they are being recorded it is acceptable. Have the complaint in written form with a check box denoting "No action taken or alternative unacceptable." and a signature line with Title and date for your boss to sign. If he or she refuses send it in email form with reciept notification on it. Do not put in the Subject line anything that would indicate the content of the email (you want them to open it).
Go to your bosses boss a follow the same procedure. Next go to HR and open a formal complaint via email with the same procedure as above. At this point you need to decide if this is really worth pursuing because if they call your bluff you'll be labeled as a trouble maker and be 're-org'd' (fired). Tell
the HR representative that you are being forced to work in a 'hostile' work environment and that you are filing a formal complaint with whatever your states version of the Equal Employment Opportunity Office is and that you may further pursue litigation against the company.
If your company is a publically traded company, the crusty old beotch will be moving tomorrow because any public press that holds the company in a negative light will acted on most expiditiously. Fear of frivolous lawsuits and the notoriously high jury awarded amounts in these cases is also another factor. You must document the process and demonstrate that you pursued all avenues available for this kind of complaint. Do not under any circumstances indicate that you have recorded the conversations to anyone except the EEOO office representative or your lawyer.
You have the tape recordings, forms and copies of the emails on your side as well as the ability to subpeona all of the emails of your bosses and HR as they are sure to discuss this without you in the loop. Now you are untouchable because anything that they do that is detrimental to your career can be traced to this complaint and would be considered retaliation by any court.
File your complaint with the EEOO and they will correspond with your company. If the situation is further ignored retain a lawyer, you just won the lottery. Litigate the pants off of those corporate miscreants and take some time off to enjoy your new fleet of bikes.
Remain professional and do not discuss this with any of your office acqaintances. Do not belittle or badger the the old bag or your bosses. Simply proceed,document and execute allowing reasonable time for them to respond. Be sure you follow up if they don't respond with emails and conversations (document the times and dates). If all your ducks are in a row any litigation you pursue will very easy to prosecute.
Disclaimer: I am not a lawyer, but merely a corporate executive offering an opinion as to how I would proceed in your scenario. I am not responsible if you get fired or other dire circumstances arise from your utilization of this information.