Denise Lewin Loyd

Denise Lewin Loyd

Associate Dean for Equity and Professor of Business Administration and Vernon Zimmerman Faculty Fellow

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Biography

Denise Lewin Loyd is associate dean for equity, an associate professor of business administration, and a Vernon Zimmerman Faculty Fellow at the University of Illinois at Urbana-Champaign. She joined the University of Illinois faculty in 2013, and her research focuses on groups and teams, status, diversity, social identity, and ethics. Loyd earned her BS in civil engineering and architectural engineering, graduating with honors, from the University of Miami in 1992. She went on to receive her MS in civil and environmental engineering in 1994 from Massachusetts Institute of Technology, and her PhD in management and organizations in 2005 from the Kellogg School of Management at Northwestern University. Loyd is a board member for Organizational Behavior and Human Decision Processes and served for three years as a board member for the Academy of Management Review and Small Group Research journals. She has recently published work in Personality and Social Psychology Bulletin and in Group Dynamics: Theory, Research, and Practice.

Contact

61 Wohlers Hall

1206 S Sixth St

Champaign, IL 61820

217-300-6750

loyddl@illinois.edu

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Educational Background

  • Ph.D., Management and Organizations, Kellogg School of Management at Northwestern University, 2005
  • M.S., Civil and Environmental Engineering, Massachusetts Institute of Technology, 1994
  • B.S., Honors, Civil Engineering and Architectural Engineering, University of Miami, 1992

Positions Held

  • Professor of Business Administration, Business Administration, University of Illinois at Urbana-Champaign, 2024 to present
  • Associate Dean for Equity, University of Illinois at Urbana-Champaign, 2022 to present
  • Associate Professor of Business Administration, University of Illinois at Urbana-Champaign, 2013-2024
  • Associate Professor of Organization Studies, Sloan School of Mgmt., MIT, 2012-2013
  • Assistant Professor of Organization Studies, MIT, Sloan School of Mgmt., 2005-2012

Recent Publications

  • Holmes IV, O., Smith, A., Loyd, D., & Guiterrez, A. (2022). Scholars of color explore bias in academe: Calling in allies and sharing affirmations for us by us Organizational Behavior and Human Decision Processes, 173.
  • Avery, D., Dumas, T., , E., Joshi, A., Loyd, D., van Knippenberg, D., Wang, M., & Zu, H. (2022). Racial biases in the publication process: Exploring expressions and solutions Journal of Management, 48 (1), 7-16.
  • Williams, J., Loyd, D., Boginsky, M., & Armas-Edwards, F. (2021). How one company worked to root out bias from performance reviews. Harvard Business Review (online).  link >

Other Publications

Articles

  • Maxwell-Smith, M., White, T., & Loyd, D. (2020). Does Perceived Treatment of Unfamiliar Employees Affect Consumer Brand Attitudes? Social Dominance Ideologies Reveal Who Cares the Most and Why. Journal of Business Research, Elsevier, 109 461-471.  link >
  • Loyd, D., & Amoroso, L. (2018). Undermining diversity: Favoritism threat and its effect on advocacy for similar others. Group Dynamics: Theory, Research, and Practice, 22 (3), 143-155.
  • van Dijk, H., Meyer, B., van Engen, M., & Loyd, D. (2017). Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures Academy of Management Annals, 11 (1), 517-557.
  • Leonardelli, G., & Loyd, D. (2016). Optimal Distinctiveness Signals Membership Trust. Personality and Social Psychology Bulletin, 42 (7), 843-854.
  • Loyd, D., Phillips, K., Wang, C., & Lount, R. (2013). Social category diversity promotes pre-meeting elaboration: The role of relationship focus Organization Science, 24 757-772.
  • Duguid, M., Loyd, D., & Tolbert, P. (2012). The Impact of Categorical Status, Numeric Representation and Work Group Prestige on Preference for Demographically Similar Others: A Value Threat Approach Organization Science, 23 386-401.  link >
  • Loyd, D., & Amoroso, L. (2011). Complicating the Complicated: The Importance of Status in Understanding Constrained Career Choices Psychological Inquiry, 22 270-274.
  • Amoroso, L., Loyd, D., & Hoobler, J. (2010). The diversity education dilemma: Exposing status hierarchies without reinforcing them Journal of Management Education, 34 795-822.
  • Loyd, D., Phillips, K., Thomas-Hunt, M., & Whitson, J. (2010). Expertise in your midst: How congruence between status and speech style affects reactions to unique knowledge Group Processes and Intergroup Relations, 13 379-395.
  • Phillips, K., & Loyd, D. (2006). When surface and deep-level diversity collide: The effects on dissenting group members Organizational Behavior and Human Decision Processes, 99 143-160.
  • Loyd, D., Kern, M., & Thompson, L. (2005). Classroom Research: Bridging the ivory divide Academy of Management Learning & Education, 4 8-21.

Book Chapters

  • Loyd, D. (2020). Claiming the unexpected value of diversity: How status gets in the way. Creating Gender-Inclusive Organizations ( pp. 87-97). University of Toronto Press.
  • Loyd, D., & Phillips, K., A. Tenbrunsel, E. Mannix, & M. A. Neale (Ed.) (2006). Managing perceptions of ethical behavior in evaluative groups: The implications for diversity in organizations. Research on Managing Groups and Teams, Vol. 8.
  • Thompson, L., Kern, M., & Loyd, D., Sansone, C., Morf, C., & Panter, A. (Ed.) (2003). Research Methods of Micro Organizational Behavior. Handbook of Methods in Social Psychology ( pp. 457-470).

Presentations

  • Checketts, M., Howell, T., Loyd, D., Amanatullah, E., & Tinsley, C. (2022). Emphasizing the female leadership advantage: The unintended consequences of positive stereotypes Dismantling Bias Conference, Purdue University.
  • Loyd, D. (2018). Realizing the full potential of diversity: What’s getting in the way? Sloan UCEM Mini-Conference, University of Illinois at Urbana-Champaign.
  • Loyd, D. (2017). How to unleash the power of diversity. COIL Global Learning Conference, DePaul University.
  • Loyd, D. (2016). A review and model of the consequences of stereotyping in diverse work groups. INGRoup Conference.
  • Loyd, D. (2016). Claiming the unexpected value of diversity: What's getting in the way. Leadership Excellence and Gender Symposium, Purdue University.
  • van Dijk, J., van Engen, M., Meyer, B., & Loyd, D. (2014). Work group diversity: A multi-level model Israel Organizational Behavior Conference (IOBC.
  • Loyd, D. (2013). How concerns with appearing biased can undermine diversity: Exploring favoritism threat. Academy of Management National Meeting.
  • Loyd, D., Shim, S., Kim-Jun, S., & Phillips, K. (2012). When an Out-Group Member Brings Us Together: The Impact of Status on the Relationship between Disagreeing In-group Members Academy of Management National Meeting.
  • Loyd, D., White, J., & Kern, M. (2011). Unkind to Two of a Kind: Stereotyping Women with Duo Status in a Work Group Annual Academy of Management Meeting.
  • Duguid, M., Loyd, D., & Tolbert, P. (2010). The Impact of Categorical Status, Numeric Representation and Work Group Prestige on Preference for Demographically Similar Others: A Value Threat Approach. Annual Academy of Management Meeting.
  • Kim, S., Loyd, D., Shim, S., & Phillips, K. (2010). Reactions to Disagreement from an In-group Member: The Impact of Out-group Member Status International Association for Conflict Management Annual Conference.
  • Leonardelli, G., & Loyd, D. (2010). Optimally Distinct Groups as a Marker of Membership Trust INGRoup Conference.
  • Brown, A., Loyd, D., & Thomas-Hunt, M. (2009). From different worlds: The impact of nationality diversity and relative status on group experience INGRoup Conference.
  • Loyd, D., White, J., & Kern, M. (2009). Stereotyping and Visibility of Duos: The Numbers Don’t Always Add Up for a Minority of Two Annual Academy of Management Meeting.
  • Loyd, D., White, J., & Kern, M. (2008). Token Pressure on Duos: The Numbers Don’t Always Add Up for a Minority of Two INGRoup Conference.
  • Loyd, D. (2007). Avoiding the appearance of bias in evaluative groups: The impact of distinctiveness, status, and anonymity Academy of Management Annual Meeting.
  • Loyd, D. (2007). Diversity, Identity, and Knowledge-Sharing: Lessons for the Classroom North American Management Society Conference.
  • Loyd, D., White, J., & Kern, M. (2007). Duo Status: Disentangling the complex interactions within a minority of two Annual Conference on Research on Managing Groups and Teams.
  • Loyd, D., White, J., & Kern, M. (2007). When two is the loneliest number Academy of Management Annual Meeting.
  • Loyd, D. (2006). Avoiding the appearance of favoritism in evaluating others: The impact of status and distinctiveness Annual Academy of Management Meeting.
  • Loyd, D., & Phillips, K. (2006). Can low status experts be influential?: An examination of the impact of confidence and timing INGRoup Conference.
  • Wang, C., Phillips, K., Loyd, D., & Lount, R. (2006). Social Similarity and Opinion Conflict: The Impact of Relationship Concerns International Association for Conflict Management.
  • Wang, C., Phillips, K., Loyd, D., & Lount, R. (2005). The battle between how we feel and how we think: The impact of social similarity on affective and cognitive reactions to opinion conflict Annual Academy of Management Meeting.
  • Loyd, D. (2004). Avoiding the appearance of bias: The effects of group composition and status on evaluations of similar others. Annual Graduate and Professional Student Research Conference. Northwestern University Black Gradua.
  • Loyd, D., & Phillips, K. (2004). Managing perceptions of ethical behavior in evaluative groups: When trying to do the right thing can lead you to do the wrong thing Annual Conference on Research on Managing Groups and Teams.
  • Phillips, K., Thomas-Hunt, M., Loyd, D., & Whitson, J. (2004). Who gets heard? The impact of status on perceptions of experts’ behavior in groups Annual Academy of Management Meeting.
  • Loyd, D. (2003). There is an I in researcher, or how I chose my dissertation topic Doctoral Student Consortium at the 63rd Annual National AoM Conference.
  • Loyd, D., & Phillips, K. (2001). Task conflict in decision-making groups: The interplay of group composition and members' expectations Academy of Management National Meeting.
  • Loyd, D., & Phillips, K. (2000). The Effects of Group Composition on Minority Opinion Holders: Task Conflict in Decision-Making Groups International Association for Conflict Management Annual Conference.

Working Papers

  • Kim, J., Bezrukova, K., Wang, E., Loyd, D., Spell, C., & Said, H. Checked and balanced: The role of group faultlines in ethical decision-making.
  • Loyd, D., Shim, S., Kim-Jun, S., & Phillips, K. Fostering In-group Disagreement through Diversity: High-status out-group members enhance intragroup engagement.
  • Loyd, D., White, J., & Kern, M. Unkind to Two of a Kind: Stereotyping Women with Duo Status in a Work Group.

Honors and Awards

  • Vernon Zimmerman Faculty Fellow, University of Illinois, Gies College of Business, 2019 to present

Grants

  • Are Two Heads Always Better Than One? Understanding Minority Duos in Work Groups, Negotiation and Team Resources Institute, 2018-2020

Service

  • Associate Dean for Equity, Gies College of Business, 2020-2023
  • Board Member, Academy of Management Review, 2017-2020

Teaching Interests

Management, Ethics, Negotiations, Teams, Diversity

Research Interests

Groups and teams, Status, Diversity, Social identity, Ethics

Current Courses

  • Leadership and Teams (BADM 508) Develops and integrates fundamental behavioral concepts and theory having administrative applications; initially focuses on the individual decision maker and ultimately includes interpersonal, organizational, and social structures and influences; and develops strategies and methods of research on behavioral applications in business.

Contact

61 Wohlers Hall

1206 S Sixth St

Champaign, IL 61820

217-300-6750

loyddl@illinois.edu

Vita

Google Scholar

Update Your Profile Refresh Your Profile