By Victoria Mejicanos
AFRO Staff Writer
vmejicanos@afro.com
Andrew C. Freeman, former vice president of real estate development at East Baltimore Development Inc., has filed a federal lawsuit and Equal Employment Opportunity Commission (EEOC) complaint against Mayor Brandon M. Scott, alleging racial discrimination.
Freeman, who identifies as white and Jewish, claims he was terminated shortly after being promoted to vice president. The suit also alleges there was an attempt to rehire former chief real estate officer Karen Major Johnson, who was fired shortly after his promotion. The lawsuit alleges that he was unfairly terminated on the basis of race.
“While lawful DEI (diversity, equity and inclusion) initiatives appropriately seek to create equal opportunities for groups that have historically been subjected to discrimination and exclusionary practices, Mr. Scott’s brand of DEI gives people opportunities simply because they check a box,” the suit states.
The lawsuit further alleges Cheryl Y. Washington, president and CEO of East Baltimore Development Inc., acknowledged in writing that she had been instructed by Mayor Scott to terminate Freeman.
When asked about the EEOC complaint and lawsuit, the Mayor’s Office provided the following statement to the AFRO: “Our office will respond at the appropriate time in the appropriate legal forum.”
Freeman’s lawsuit comes amid federal changes surrounding DEI initiatives and the rise of “reverse discrimination” cases.
In December 2025, Andrea Lucas, chair of the EEOC, posted on X, encouraging white men who believe they experienced workplace discrimination to contact the agency.
“Are you a white male who has experienced discrimination at work based on your race or sex?” Lucas wrote. “You may have a claim to recover money under federal civil rights laws. Contact the EEOC as soon as possible.”
Rebecca Dixon, CEO of the National Employment Law Project, said Freeman’s case reflects a broader national trend regarding civil rights enforcement and workplace litigation.
“Over the last several years, there’s been a sharp increase in political and legal attacks on DEI initiatives,” she said, “There have been more reverse discrimination claims and increased scrutiny of workplace diversity efforts, and a major shift in the EEOC’s enforcement priorities. The EEOC leadership has made it clear that DEI- related practices are now a central enforcement target for them.”
Dixon pointed to another recent example involving the New York Times, where a white Jewish male employee filed a discrimination complaint.
Dixon said federal anti-discrimination law protects workers of all racial backgrounds, including white employees, but argued lawful DEI initiatives are increasingly being treated as potential discrimination cases.
Legal experts interviewed by the AFRO noted that federal anti-discrimination laws apply equally to employees of all racial backgrounds, including white workers, though discrimination claims still require evidence that an employee was treated differently because of a protected characteristic
“The concern today is that the federal government is collapsing the distinction between unlawful discrimination — which does apply to white workers if there is unlawful discrimination — and lawful efforts to address persistent labor market inequality,” Dixon said. “The two things are not the same, but are being collapsed in the priorities of this administration.”
Dixon noted that many DEI initiatives are still legal.
“Many of the DEI efforts are lawful and include things like outreach, mentorship, broadening the recruitment pipeline, anti-bias training, inclusion initiatives and efforts to address historical underrepresentation,” she said.
Dixon added that increased scrutiny on DEI can have a “chilling effect” as it discourages companies from having mentorship and outreach programs for professionals of color.
“We’re actually going in reverse, probably in terms of being able to have better opportunities for workers of color who have traditionally been locked out of higher paying jobs and certain industries and promotions,” Dixon said.
Laurie E. Morrison, a New York-based employment and civil rights attorney, has represented workers in discrimination cases involving employees of multiple racial backgrounds.
She said white employees can and do bring legitimate workplace discrimination claims, but noted that such cases are receiving heightened political and public attention.
Morrison said that while discrimination protections apply to all workers, public conversations surrounding these lawsuits can become politically divisive and shift focus away from broader workplace issues.
“As long as you have workers fighting against each other, rather than looking at the bigger picture, you divide the workforce,” Morrison said.
Freeman’s case is still pending.