Ok. Your education status is not legally relevant. It may be a reason that she doesn't like you and wants to keep you down, but it's not legally helpful because it is not illegal to discriminate on that basis.
You would have to prove that the basis for her discrimination was your race. One way to do that would be to show that these other people that she was favoring were also Latina, or at least, not white.
If she was treating other whites well and just not you, that really harms any sort of suggestion that the basis for the treat was your race. Otherwise, she'd treat all white people like that.
These are the types of facts that the EEOC will have to investigate, to determine if there was true Title VII discrimination here that would justify a lawsuit in state or federal court, or rather, if this was just an office politics situation where she didn't like you personally, for whatever reason (which would not allow for a separate discrimination claim in state or federal court).
NOW, those same facts, which may or may not lead to an EEOC discrimination claim can still support an unemployment appeal here, based on your quitting for "good cause." You need to focus on the changing of the terms of your employment (changing the flexible hours under which you were hired) differing treatment, the greater scrutiny, the rudeness, etc.
I am leaving now for a meeting. I didn't realize we'd be talking for this long when I took the question. It's not a problem. Your questions are all very on point, I just couldn't predict that we'd run into this meeting period.
I will return. If I have not answered your questions fully, feel free to post another question with the understanding that I will not be able to address it until later this evening. If I have answered your questions, please rate my service.