San Francisco, CA (PRWEB) November 20, 2012
Direct Selling News
recently ranked Belcorp USA General Manager, Mona Ameli, among the top 20 most influential women
in the direct selling industry. This group of women were selected based on their leadership roles in companies that achieved the DSN Global 100 list and their abilities to guide the industry and foster growth through passionate vision and commitment.
One of the dominant forces driving Ameli’s achievements as head of the U.S. subsidiary of Belcorp, a Latin-based international direct selling giant, is her ardent support of women’s empowerment and social and economic advancement. When prioritizing economic strategies for growth for Belcorp USA, she ranks gender and cultural diversity as the surest way to build a prosperous and sustainable future for its employees, distributors, and customers, as well as the community and economy of the San Francisco Bay area they call home. Belcorp USA is the only world’s top 10 direct selling company in the San Francisco Bay area.
There is no room for cultural or gender gaps at Belcorp USA. Some 75% of managerial positions are filled by women, in stark contrast to the gender gap still occupying most of corporate America. That is, in part, why Direct Selling News recently ranked Ameli among the top 20 most influential women in the direct selling industry.
Inviting diversity, in both gender and culture, into top level management teams not only expands opportunities for individuals, but also escalates corporate return on equity 53% on average, McKinsey Global Institute found among companies with the most diverse executive teams. Simply put, research backs what Belcorp knew and has practiced all along.
“Diversity—it’s our strength here at Belcorp USA. It is our point of differentiation,” Mona Ameli, General Manager, says. Ameli twice immigrated to new lands, first from her native Iran as a young child and then again as a young adult from France to the United States.
As a woman of Middle Eastern origin, Ameli’s immigration allowed her to break free from gender limitations and restrictions. These personal experiences help guide Ameli in the fostering of an inclusive corporate environment that empowers women to fully engage in the new-world economy through diversity of culture and gender. While reduced availability might informally preclude women or mothers from reaching their full potential at other companies, Ameli says, “I don’t see it that way. These female managers deal with many of the same availability challenges as our distributors in the field – the women we work for – many are single mothers or work two jobs or care for an aging parent.”
Secretary of State Hillary Rodham Clinton made the economic case for “The Participation Age” and closing the gender gap at an international event in Belcorp USA’s backyard in September 2011. The conclusion of international dialogue: Economic growth can only be realized through the empowerment of women and girls to fully participate in the global economy.
Close the gender gap, Ameli says, and it’s not just women who benefit. She sites a Goldman Sachs report stating America’s gross domestic product would increase 9% if barriers to female participation in the labor force were reduced.
Belcorp’s diverse and inclusive nature make it increasingly versatile, adaptive, and competitive as an employer in the San Francisco Bay area and as a direct selling career opportunity. Since January, Belcorp USA’s employee base grew 40% in marketing, sales and finance. Ameli expects an additional 10% boost in sales and marketing before year’s end. The company’s direct selling distributor base exploded some 180% since late 2010.
“I’m so glad we have a corporate environment that reflects the same inclusive values we advocate for in the direct selling industry. That harmony that Belcorp has created between the employee side and distributor side is appealing. It is seamless and genuine. There’s not a dichotomy between the two,” Ameli says.
The essence of Belcorp USA’s mission is empowering women and enhancing their opportunities. Often that is accomplished through direct selling careers and corporate employment, but Belcorp Foundation partners with San Francisco’s First Graduate and Women’s Initiative to advance the dreams of low-income and college-ready women who need assistance. Scholarships, job shadowing, internships, and entrepreneurial training help these women bridge the gap from where they are to where they want to be.
For Ameli, advancing opportunities for women and girls is a priority both professionally and personally. Through her successes and accolades she hopes to instill self-belief in “young women and girls who come from different parts of the world, who may have an accent, a different look or way of dressing. Because of that, they might think there’s no room for them. But I say there is room. I hope more companies will see diversity – at all levels – as one our country’s most amazing assets that can drive us to the top while we touch lives and positively impact our communities and society all around.”
About Belcorp USA
Belcorp International, Ltd. is a private, multi-brand, international corporation with over 45 years of experience in developing and selling prestige beauty products in skin care, fragrance, makeup, body care and hair care through a network of more than 938,000 Independent Distributors across the Americas. It is the 10th largest direct selling company in the world conducting business in 16 countries. Established in 2005, Belcorp USA is a wholly-owned subsidiary that sells beauty products in the United States under the L'Bel brand, which are available both online and through a large network of Independent Beauty Advisors nationwide. Products can be purchased online at http://www.lbelusa.com
or by calling 800.922.LBEL(5235).
Asia-Pacific Economic Cooperation (APEC) High-Level Policy Dialogue on Women and the Economy, September 2011, San Francisco, CA – Secretary of State Hillary Rodham Clinton
Goldman Sachs, increase of America’s GDP by 9% (multiple online sources including Forbes.com)
McKinsey Global Institute, 2012, Is There a Payoff From Top-team Diversity? By: Thomas Barta, Makus Kleiner, Tilo Neumann