Diversity and Organizations
Introduction Graduate Studies in Human Relations - HR 5093
Seminar in Leadership in Organizations - HR 5033
Seminar in Group Dynamics - HR 5083
Creative Problem Solving - HR 5073
Presentation Skills - HR 5113
Intervention in Practice and Training - HR 5193
Racial Diversity - HR 5053
Internship - HR 5200
Directed Reading - HR 5960: Generational Differences, Volunteerism and Culture, Leadership and Nonprofit Boards, Professional Development and Organizations (Fall 2001)
Directed Independent Study - Intergenerational Tensions in Nonprofit Organizations, Listening Skills: Enhancing the Counseling Experience
Introduction to Human Relations
Interpersonal Skills and Group Dynamics
Diversity in the Workplace
Jean-Marie, G. & Lloyd-Jones, B. (2011). (Eds.), Women of color in higher education: Turbulent past, promising future (Vol. 9). Diversity in Higher Education Series. Bingley, UK: Emerald Group Publishing Limited.
Jean-Marie, G. & Lloyd-Jones, B. (2011). (Eds.), Women of color in higher education: Changing directions and new perspectives (Vol. 10). Diversity in Higher Education Series. Bingley, UK: Emerald Group Publishing Limited.
Lloyd-Jones, B. & Worley, J. (in press). Intergenerational Tension in the Workforce. In M. Byrd & C. Scott (Eds.), Workforce diversity: Current and emerging issues and case studies, Los Angeles, CA: SAGE publishers.
Lloyd-Jones, B. (2011). Examining the “present” status of women of color. In G. Jean-Marie & B. Lloyd-Jones (Eds.), Women of color in higher education: Turbulent past, promising future (Vol. 9) (xxi-xxvii). Bingley, UK: Emerald Group Publishing.
Lloyd-Jones, B. (2011). Diversification in higher education administration: Leadership paradigms reconsidered. In: G. Jean-Marie & B. Lloyd-Jones (Eds.), Women of color in higher education: Changing directions and new perspectives (Vol. 10, pp. 3–19). Diversity in Higher Education Series. Bingley, UK: Emerald Group Publishing Limited.
Lloyd-Jones, B., Bass, L. & Jean-Marie, G. (2011). Gender and workforce diversity. In M. Byrd & C. Scott (Eds.), Workforce diversity: Current and emerging issues and case studies, Los Angeles, CA: SAGE publishers.
Lloyd-Jones, B. & Worley, J. A. (2011). Intergenerational workforce tensions. In: M. Byrd & C. Scott (Eds.), Workforce diversity: Current and emerging issues and case studies. Los Angeles, CA: SAGE publishers.
Lloyd-Jones, B. (2011). Examining the ‘present’ status of women of color. In: G. Jean-Marie & B.
Lloyd-Jones (Eds.), Women of color in higher education: Turbulent past, promising future (Vol. 9, pp. XIX-XXV). Diversity in Higher Education Series. Bingley, UK: Emerald Group Publishing Limited.
Lloyd-Jones, B. & Jean-Marie, G. (2011) Epilogue. In: G. Jean-Marie & B. Lloyd-Jones (Eds.),
Lloyd-Jones, B. (2009). Implications of race and gender in higher education administration: an African
American woman’s perspective. Advances in Developing Human Resources. CA: Sage.
Lloyd-Jones, B., Worley, J., & C. Hellman, C. “Work-family conflict and volunteer
turnover” (in revision)
Lloyd-Jones, B. “Positioning volunteers for community leadership: An examination of
volunteer leadership and volunteer management. (in preparation)
2011 OU-Tulsa President’s Leadership Award: Community Service; College of Arts & Sciences, Department of Human Relations;
2011 The Women’s and Gender Studies Program Center for Social Justice of the University of Oklahoma; Honorable Mention - “In recognition of the outstanding social justice advocacy and extraordinary commitment to equality by a University of Oklahoma faculty member” 2010 The Mothers Group, Inc.,
2010 Distinquished Leadership and Service Award: The Mothers Group Inc., a 501C3 - nonprofit organization, Tulsa, OK “Making a positive difference in the lives of children and their families”
As Associate Chair and Associate Professor in the University of Oklahoma’s Department of Human Relations (HR), I am often asked how I became interested in this field. I typically share the following information about my education and interests.
My commitment to human relations began with my choice of major as an undergraduate student at Northern Illinois University. My course of study in Communication Disorders emphasized classes exploring communication problems, especially those identified as barriers to the effective exchange of information by various people.
Intrigued by my studies, I pursued graduate work in Audiology and Speech Pathology at Illinois State University. In addition to requiring students to examine the extraordinary functions of speech and hearing mechanisms, the Master of Science (MS) Program encouraged them to participate in research projects centering on the central auditory nervous system and its relationship with communication. After earning my MS degree in Audiology, I developed a career in the field, actively working with pediatric and geriatric populations as an audiologist.
Meaningful and sustained interaction with individuals of various ages in the hard-of-hearing and deaf community “amplified” my appreciation for human diversity and increased my interest in issues related to social justice, fairness, and equality. This profession exposed me to the realities of the ways that social identities and power differences affect access to resources. My position also offered many occasions to increase my communication proficiency, coalition-building skills, and personal interactions.
Realizing that effective advocacy and empowerment are solidly linked to education, research, and leadership, I enrolled in a Ph.D. program at the University of Tulsa focusing on education, research, and leadership. My coursework provided compelling theoretical perspectives on the economic, educational, and cultural advantages and disadvantages of groups of people in society and also helped to establish my current research interests, which are related to the demographic shifts in the United States and dimensions of diversity, including gender, race/ethnicity, disability, and age in the contexts of organizational justice and leadership.
Currently, I teach courses in the Organizational Studies concentration of the Human Relations program including Introduction to Graduate Study in Human Relations, Seminar in Leadership, Group Dynamics, Racial Diversity and Creative Problem Solving. As Associate Chair of the HR department, I am responsible for specific initiatives related to administration.
The field of Human Relations is broad and, I believe, does not end in the classroom. Accordingly, I am involved in volunteer service and philanthropy both domestically and internationally. As a graduate of Leadership Tulsa (<www.leadershiptulsa.org>), I have participated in Tulsa’s volunteer infrastructure for several years and was honored with the Mayor’s Commission on the Status of Women Award for Public Service. Also, I am the founder of the Mothers Group, Inc., which is a nonprofit organization committed to increasing reading activity among underserved children. As a former president of the Junior League of Tulsa, I traveled as an international consultant for the Association of Junior Leagues International, and I now serve as a certified mediator for the state of Oklahoma. Public service is vital to me, and I concur with the late U.S. Congresswoman Shirley Chisholm’s statement: “Service to others is the rent you pay for your room here on earth.”
The Department of Human Relations at the University of Oklahoma provides a deeply meaningful opportunity for me to link my knowledge and experience with other HR faculty members who are engaged in the critical work of providing students with knowledge and skills to empower change in communities, organizations, and populations.