Oct 13, 2026 · 54 min · 9 segments
**Meet the Author:** For more than 34 years, Towanda Brown has called Howard County, Maryland, home. Here, she raised two successful African-American sons and emerged as a beacon of advocacy, working…
Jeffrey James HigginsHostAnd I mean, ev- you know, I, I was involved with many criminal prosecutions over the course of a, of a long career doing counterterrorism and transnational criminal groups, so obviously having that kind of documentation is wonderful.
Like, like, um, my, my master's had a concentration in statistical analysis, right? So, like, one of the things when you're, when you're looking at, like, causation are, are confounding variables, you know, that, that you have to look at.
So you can say, like, you know, the demographics of various race or religion or whatever, whatever it is you're looking at is X in a community, and then in this particular business, it doesn't match equally, like, the distribution in the community.
However, you know, y- that doesn't inherently mean, right, that it's a racist motivation behind things, right? So if you, if you are, if you're in a position like that, are, are you...
Is, like, the dispositive, uh, evidence that you were talking about, uh, then, then showing, like, um, specific cases or, or the pattern of behavior with other people of, like, the, the same race, for example?
All my data was strictly based on this company itself, so based on their hiring practices of where they would go to recruit, right? I, uh, was on the recruiting committee, and I tried to have them go to HBCUs or other things like that, and they did not do that.
And then so I looked at the number of new hires, um, that were interns that were given positions.
But in this, uh, DMV area, Jeffrey, you have all kinds of, um, professional people that are qualified to be hired.
So when you ask questions with me on the recruiting committee, I'll never forget the HR director said to me, um, "The, the CEO has the right to decide where they recruit from." I said, "That's fine, but don't false advertise on your website to say you're an equal opportunity employer, because you're not.
You're not providing equal opportunity." And so they actually kicked me off of the recruit- [chuckles] of the recruiting, um, uh, committee because I was asking questions.
If you really are trying to show that you are offering diversity within your company, then you need to go and, and recruit people that are of a diverse nature.
So, um- It's all about the data, and it's about your conversation with people.
The sad thing, and this does carry into other areas besides employment, 'cause I do a lot with the school system.
The sad thing is people have been beaten into submission in so many areas, that when they have tried to defend themselves, somebody, um, discourages them or they get some other kind of penalty, um, that causes them to think twice about whether or not they really wanna pursue this action.
So it really is a form of bullying in my opinion, is, "Okay, so you want to go and you want to accuse me of doing this to HR," let's say.
And I mean, ev- you know, I, I was involved with many criminal prosecutions over the course of a, of a long career doing counterterrorism and transnational criminal groups, so obviously having that kind of documentation is wonderful.
Like, like, um, my, my master's had a concentration in statistical analysis, right? So, like, one of the things when you're, when you're looking at, like, causation are, are confounding variables, you know, that, that you have to look at.
So you can say, like, you know, the demographics of various race or religion or whatever, whatever it is you're looking at is X in a community, and then in this particular business, it doesn't match equally, like, the distribution in the community.
However, you know, y- that doesn't inherently mean, right, that it's a racist motivation behind things, right? So if you, if you are, if you're in a position like that, are, are you...
Is, like, the dispositive, uh, evidence that you were talking about, uh, then, then showing, like, um, specific cases or, or the pattern of behavior with other people of, like, the, the same race, for example?
All my data was strictly based on this company itself, so based on their hiring practices of where they would go to recruit, right? I, uh, was on the recruiting committee, and I tried to have them go to HBCUs or other things like that, and they did not do that.
And then so I looked at the number of new hires, um, that were interns that were given positions.
But in this, uh, DMV area, Jeffrey, you have all kinds of, um, professional people that are qualified to be hired.
So when you ask questions with me on the recruiting committee, I'll never forget the HR director said to me, um, "The, the CEO has the right to decide where they recruit from." I said, "That's fine, but don't false advertise on your website to say you're an equal opportunity employer, because you're not.
You're not providing equal opportunity." And so they actually kicked me off of the recruit- [chuckles] of the recruiting, um, uh, committee because I was asking questions.
If you really are trying to show that you are offering diversity within your company, then you need to go and, and recruit people that are of a diverse nature.
So, um- It's all about the data, and it's about your conversation with people.
The sad thing, and this does carry into other areas besides employment, 'cause I do a lot with the school system.
The sad thing is people have been beaten into submission in so many areas, that when they have tried to defend themselves, somebody, um, discourages them or they get some other kind of penalty, um, that causes them to think twice about whether or not they really wanna pursue this action.
So it really is a form of bullying in my opinion, is, "Okay, so you want to go and you want to accuse me of doing this to HR," let's say.
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