I'm not commenting specifically about Strong, because I don't know the man or his situation. What I am telling you is that gut feelings hold zero weight in discrimination discussions. We can talk about the evidence that Strong isn't being hired because he's Black and I'm on board with that concept because we see "issues" in that area every day. But if the evidence we have to base our discussion on is that he didn't go to the interview because he "knew" he wouldn't get the job, again, I have eight years of experience with that line, and not one time has it led to charges sticking to the employer. Not one time.
Pass your Bar and then take the first case you run across like this in front of a judge, D-man. You'll get laughed out of court.
Employment has to be a two-way street. For the schools to be at fault for not hiring this guy, he has to be doing things right, putting the onus on the employers to show why they didn't hire this qualified candidate. If he is refusing interviews that he considers "token" based on a hunch, that reflects poorly on him and will affect his future prospects. It is not enough simply to be a qualified candidate. You can't swing a stick without hitting five qualified candidates in the coaching ranks.
How 'bout them Huskers!