Pride Month 2025 - interview with Mark Hassan-Ali

Tell us a bit about your journey, both as an entrepreneur and as a member of the LGBTQ+ community.

My journey has never followed a straight line – in any sense!  But it has always been rooted in purpose. I’ve worked across sectors, but what’s remained constant is a drive to build something meaningful, something that leaves a lasting impact. As a gay man, visibility and authenticity have always mattered to me, I’ve navigated leadership while balancing this with vulnerability, and strength.  That’s shaped how I lead, and now as COO of N Family Club, a fast growing early years education business, I bring that lens into how we create nurturing, inclusive environments not just for children, but for our teams and families too.  Being part of the LGBTQ+ community has given me resilience, empathy, and a sense of pride in leading authentically.

Why is Pride Month important to you personally and/or professionally?

Personally, it’s a celebration of identity and progress, and a reminder that visibility still matters.  In amongst the reflection and joy there's also a level of responsibility and a time to honour the progress we've made and remember those who came before us. Professionally, it’s about ensuring our workplaces and communities are safe, affirming and actively inclusive.  An opportunity to reflect on how inclusive we really are, not just during June but all year. It’s a call to action: to show up, speak out, and continue building businesses where everyone can thrive as their true selves.  At N, we’re shaping early experiences for children and their families, we take seriously the role we play in modelling values like acceptance, empathy and belonging.

How have LGBTQIA+ communities shaped your perspective as a business leader?

LGBTQIA+ communities have taught me the power of chosen family, of listening, of fighting for space when it’s not given freely. That mindset translates directly into leadership - I’m more collaborative, values-driven, and invested in building workplaces where diversity isn’t a buzzword, but a foundation for better decisions and richer culture.  It's also taught me resilience and compassion and helped me lead with empathy and advocate for underrepresented voices. At N, those values influence how we build inclusive culture, not just within our team, but in how we support thousands of families across our nurseries. Inclusion doesn’t happen by accident. It’s an intentional, daily practice.

This year’s Pride theme is The Power of Communities. What does that mean to you and your business?

Community is everything, especially in early years education. We work with children, families, and educators from incredibly diverse backgrounds. The theme reminds me that inclusion starts at the earliest age and grows from the communities we build around children. Whether gay, an ally or questioning, everyone deserves to feel seen, supported and safe. Pride reinforces our role in shaping not just learning, but life values.

What role do you think service industry businesses play in uplifting and connecting LGBTQIA+ communities?

Service businesses are often where culture is shaped. In early years education, we don’t just serve, we influence the future. We’re uniquely positioned to normalise diversity from day one, to reflect diverse families in our storytelling, and to support team members bringing their full selves to work. That’s a powerful responsibility — and a huge opportunity to uplift the LGBTQIA+ community in visible and lasting ways.

How do you encourage allyship among staff and customers alike?

At N, allyship is woven into our culture. We equip team members with inclusive language, challenge unconscious bias, and create safe spaces for conversations. For families, it’s about representation - through our curriculum, events, and communications. We don’t assume what a family looks like, and we celebrate every form it takes. That signals to both team and customers that this is a place where difference is valued, not just accepted.

How do you think an inclusive workplace benefits everyone, not just LGBTQ+ employees?

Inclusion isn’t just “nice to have” - it’s essential. When people feel psychologically safe, they collaborate more, stay longer, and innovate better. That’s as true for nursery educators as it is in corporate teams. An inclusive culture benefits children too because when adults thrive, children do too. At N, we see the ripple effect of inclusion every day, from team wellbeing to how we model kindness and empathy for children.

Do you actively connect with or uplift other LGBTQ+ entrepreneurs or organisations?

Yes, absolutely. I believe in lifting as you climb - especially when LGBTQ+ voices are still underrepresented in leadership. Whether it’s mentoring, partnering with diverse businesses, or supporting community-led initiatives, I’m always looking for ways to champion others. There’s strength in our networks, especially in sectors like education, where diverse perspectives are so needed.

What makes your business a safe and inclusive space for LGBTQ+ people—whether staff, clients, or customers?

At N, inclusion isn’t performative - it’s policy, culture and practice. We have clear anti-discrimination protocols, diverse representation in our learning materials, and a deep commitment to wellbeing. We celebrate LGBTQ+ identities, support queer families, and actively listen to feedback. Whether you’re a gay dad, a trans team member, or a child from a two-mum household, we want you to feel like you belong.

How would you like to see LGBTQ+ business networks evolve over the next few years?

I’d love to see them become even more intersectional, more global, and more focused on building real economic power. We need networks that aren’t just social, but strategic, places where LGBTQ+ entrepreneurs can access capital, share resources, and scale ideas with confidence.  It would also be great to see more cross-sector collaboration, especially in areas like education, where inclusion at early stages can have lifelong impact. There’s room for networks that are not just about support, but about influence: shaping policy, mentoring young LGBTQ+ leaders, and ensuring we’re represented in every boardroom and classroom.

What message would you like to share with other business leaders during Pride Month 2025?

Your culture is your legacy. Use your platform to build spaces where every identity is seen, heard and respected - not just because it’s Pride, but because it’s the right thing to do. If you want to lead a relevant, resilient business, you need to listen to LGBTQ+ voices, invest in inclusive practices, and hold yourself accountable. Pride is a celebration, yes — but it’s also a responsibility.  Leadership means setting the tone for inclusion every day, especially when no one’s watching. Don’t wait for change. Be it.