Rous, P.J., Reed, A.M., & Murphy, C. (2018). STRIDE: Strategies and Tactics for Recruiting to Improve Diversity and Excellence. University System of Maryland Symposium on Diversifying the Faculty. Adelphi, MD.
Reed, A.M. (2018). Best Practices in Minority Faculty Recruitment & Retention, Part 2: The Role of Technology in University of Maryland, Baltimore County’s Practices for Inclusive Excellence in Faculty Hiring. AACU Annual Meeting, Jan 24-27, 2018, Washington, D.C.
Reed, A.M. (2017). Implicit Bias in Higher Education, JSU ADVANCE Implicit Bias Think Tank. Jackson State University, Jackson, MS.
Reed, A.M. (2016). Implicit Bias in Academic Spaces: Recognizing and Reducing its Impact. Faculty Development in Teaching Skills Workshop. University of Maryland, Baltimore. Baltimore, MD.
Reed, A.M. (2016). UMBC + Interfolio: Achieving Faculty Search Diversity with ByCommittee. Webinar.
Reed, A.M. (2016). UMBC Best Practices for Diversity and Inclusion.Indiana State University Diversity Tactical Team. Virtual Panel.
Reed, A.M. (2015). Strategic Mentoring: Developing a Network of Support for Career Advancement. Higher Education Recruitment Consortium Fall Conference. Washington, D.C.
Reed, A.M. (2015). Diversity and Inclusion in Global Engineering Education: Initializing Global Scale Collaboration. World Engineering Education Forum. Florence, Italy.
Reed, A.M. (2014). Promising Practices from UMBC’s ADVANCE Program.Trinity College, Integer Program. Dublin Ireland.
Reed, A.M. (2013). Implicit Bias: Fixing the System at the Administrative Level.Latin American and Caribbean Consortium of Engineering Institutions: Women in STEM Forum. Cancun, Mexico.
Reed, A.M. (2013). UMBC’s Postdoctoral Fellowship for Faculty Diversity.State University of New York, Stony Brook Center for Inclusive Excellence Proseminar Series, Stony Brook, NY.