Thinking about gender studies and business administration together has not yet fully arrived in the mainstream of economics. However, there are some points of connection, which are pointed out in this gender toolbox, among others. This chapter lists how, for example, a feminist critique of science can enable new perspectives in teaching.

At first glance, there is no discernible connection between accounting, controlling and gender research. However, if one turns to the international discourse since the 1970s in the Anglo-Saxon and Scandinavian regions 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. In the paper linked below, the different approaches are outlined and suggestions for teaching are given.

Computer science students do not usually get 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 abbreviations. For example, it is common to think that the scientific field of "gender in computer science" is identical with the promotion of women and gender equality measures. This is partly due to the fact that the promotion 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 component of the gender toolbox is intended to demonstrate a way to integrate scientific considerations of gender into business informatics.

Compared to the other subjects, marketing offers many points of contact with the category of gender, and gender and diversity are also included more in teaching. Already at the beginning of the 20th century, the focus was mainly on women as consumers who make most of the purchases. In the linked paper, different interfaces are presented. Furthermore, a case study and an assignment from Ludwigshafen teaching 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 personnel, social and cultural diversity in their workforce and to rely on heterogeneous teams. Against this background, the topic of "diversity" is becoming increasingly important. It stands for the difference of people with regard to visible and non-visible characteristics, such as gender, nationality, ethnicity, age, world view, 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. Furthermore, a teaching example from the Ludwigshafen teaching is linked.

Here you can find case studies on human resource management: 

Günther Vedder, Elisabeth Göbel, Florian Krause (eds.): Case Studies on 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 u. Mering 2011, 292 pp.