Thinking gender studies and business administration together has not yet fully arrived in the mainstream of economics. However, there are some points of contact, which are shown in this gender toolbox, among other things. This chapter shows how, for example, a feminist critique of science can open up new perspectives in education.

At first glance, there is no recognizable connection between accounting, management accounting and gender research. However, if one turns to the international discourse since the 1970s in the Anglo-Saxon and Scandinavian countries on the "social and organizational context of management accounting", it becomes clear where the points of contact lie. The approaches here focus on the observable practice of using accounting systems. The paper linked below outlines the various approaches and provides suggestions for education.

As a rule, computer science students are not given the opportunity to learn about gender in their courses, as is now taken for granted in other subjects. Much of what computer science students think they know about gender falls into the realm of everyday knowledge, which is characterized by gender stereotypes and shortcuts. For example, it is common to think that the scientific field of "gender in computer science" is identical to the advancement of women and gender equality measures. One of the reasons for this is that the advancement of women and gender equality measures are comparatively widespread in computer science departments, whereas gender studies, with a few exceptions, are less well known. This module of the gender toolbox is intended to show a way of integrating scientific considerations on gender into business informatics.

Compared to other subjects, marketing offers many points of contact with the category of gender and gender and diversity are also included more in education. As early as the beginning of the 20th century, the focus was primarily on women as consumers who make most purchases. Various interfaces are presented in the linked paper. Furthermore, a case study and an assignment from the Ludwigshafen education are linked below.

In behavioral economics, there is extensive research on the different behaviors of men and women. Which ones are particularly relevant with regard to financial services and what effects this has on the financial psychology of consumers or on the type of investment advice given by experts is addressed in the paper linked below and also in the teaching example.

Entrepreneurship is a branch of economics that deals with the creation of new organizations. The founding of organizations promotes the growth and innovative power of a society. Gender plays a role here, as resources for start-ups are also unequally distributed along gender lines, thus inhibiting innovation and social progress. This is discussed in more detail in the linked paper.

Suitable case studies can be found here: 

© Springer International Publishing AG, part of Springer Nature 2018 pp. Birkner et al. (eds.), Women's Entrepreneurship in Europe, FGF Studies in Small Business and Entrepreneurship, https://doi.org/10.1007/978-3-319-96373-0_10

Springer International Publishing AG, part of Springer Nature 2018 pp. Birkner et al. (eds.), Women's Entrepreneurship in Europe, FGF Studies in Small Business and Entrepreneurship, https://doi.org/10.1007/978-3-319-96373-0_8

© Springer International Publishing AG, part of Springer Nature 2018 pp. Birkner et al. (eds.), Women's Entrepreneurship in Europe, FGF Studies in Small Business and Entrepreneurship, https://doi.org/10.1007/978-3-319-96373-0_9

Change management refers to a strategy of organizational development that addresses both internal and external influencing factors. Gender & Diversity plays a role here in that it is intended to address social transformation processes. Changes can offer opportunities, but also hold risks. The instruments of process design that organizations can use to implement and benefit from gender & diversity issues have been summarized in this paper:

Companies and institutions are increasingly required to promote personal, social and cultural diversity in their workforce and to rely on heterogeneous teams. Against this backdrop, the topic of "diversity" is becoming increasingly important. It stands for the differences between people in terms of visible and non-visible characteristics, such as gender, nationality, ethnicity, age, ideology, religion, sexual orientation, body shape and disability. The linked paper shows ways in which companies can deal constructively with this diversity in their HR work. There is also a link to an education example from Ludwigshafen.

Here you will find case studies on personnel management: 

Günther Vedder, Elisabeth Göbel, Florian Krause (eds.): Fallstudien zum Diversity Management Trierer Beiträge zum Diversity Management, Vol. 12 ISBN 978-3-86618-631-6, ISBN 978-3-86618-731-3 (e-book pdf), Rainer Hampp Verlag, Munich and Mering 2011, 292 pp.