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What’s Next for the World of Women’s Wearables?

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In recognition of Women’s History Month, we spoke with the CEO of Women of Wearables — a global advocacy group for female innovators and founders — who shared her expert insights on the promise of 5G and the growing femtech space. 

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Tech and STEM careers have a reputation for being <a href="https://blog.outvise.com/women-in-technology-statistics-gender-gap-fibre/">uninclusive of women</a>. According to research from <a href="https://adevait.com/state-of-women-in-tech">Adeva</a>, a global talent agency focused specifically on placing talent in roles within tech, only 3% of female students report that they would consider a career in technology and women hold just 25% of computing jobs in the overall tech industry.

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At this rate, Adeva’s research suggests it will take until the year 2133 to close this gender gap. It’s a laughable timeline that women like <a href="https://www.linkedin.com/in/marijabutkovic/?originalSubdomain=uk">Marija Butkovic</a> are working hard to expedite through their work in a niche area of tech primed to bring about change: wearables.

“I was the co-founder of a wearable tech startup and through that experience I learned that the wearable tech space was very heavily filled with men,” she says. “Women were not represented in the space as innovators, investors and as startup founders. So I started <a href="https://www.womenofwearables.com/">Women of Wearables</a> as a very small meetup group. From there, through events and content and collaborations, we have become a community of 20,000-plus members in almost 60 countries now. We come together with the same mission, which is educating people about the latest technological innovations, but also raising awareness and advocating about the need to invest more in female founders and innovators in this space.”

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Marija believes that WoW is proof that <a href="https://www.t-mobile.com/business/solutions/iot/network-technologies">IoT technology</a> is poised to redefine how we manage our personal health, with women’s issues stepping into the forefront. She says the focus in healthcare is turning towards prevention, and wearables can be the connective tissue between the patient and the doctor. The femtech industry, largely comprised of female founders, innovators, designers and technologists focused on women’s health in the wearable tech space, is jumping on the opportunity.

“There has been a focus on digital health in general and there’s a great intersection between women’s health and wearable technology. Fitbit and Apple introduced their first features for women’s health to their fitness trackers and <a href="https://www.t-mobile.com/smart-watches">smartwatches</a> only in <a href="https://www.pharmacytimes.com/view/smartwatch-rolls-out-new-female-health-tracking-feature">2018</a> and<a href="https://www.businessinsider.com/apple-cycle-tracking-app-ios-13-watchos-6-launch-2019-9"> 2019</a>, respectively.  So you can imagine what kind of a data gap that presents, and that’s where all these innovative <a href="https://www.nytimes.com/2021/04/07/health/femtech-women-health-care.html">femtech startups</a> come into this equation because they’re filling the data gap. It’s still very early, but I think what the pandemic has brought us is greater awareness of the use of wearables and the case studies we could do with them and the convenience of using them.”

Whether it’s wearable breast pumps, safety wearables or hardware devices in the fertility space, IoT has shown promise in providing tools that could potentially be used in the battle for <a href="https://www.vodafone.com/news/inclusion/the-future-is-female">equal gender representation</a>, positioning the <a href="https://www.t-mobile.com/coverage/4g-lte-5g-networks">5G era</a> to be more progressive and inclusive.

Here Marija shares her insights on the potential of 5G and IoT technology to positively affect women’s spaces, and where there’s still ample room to be filled by the next generation of female tech leaders.

T-Mobile actively works to open up the dialogue on how to support women in tech by spotlighting those who have <a href="https://www.t-mobile.com/news/community/svp-inspires-women-in-tech">climbed to the top of their fields</a>, highlighting programs that support female students <a href="https://nam02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.t-mobile.com%2Fnews%2Fcommunity%2Femployee-spotlight-a-champion-for-the-next-generation-of-tech-leaders&data=05%7C01%7CShawna.Ryan16%40t-mobile.com%7Ce1cfee6036e847273db408db1318bc59%7Cbe0f980bdd994b19bd7bbc71a09b026c%7C0%7C0%7C638124769180398672%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&sdata=bShiNrVpICacmipk%2FK6lGXz%2FZo55htwR4DDsnyakAn8%3D&reserved=0">to explore careers in tech</a> and even create avenues to help women <a href="https://www.t-mobile.com/news/community/successful-returnship-program-returns-2022">return to their careers</a> after gaps in work. In your opinion, why are the numbers of women in various tech fields still so low?

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I’ve seen more and more women studying STEM, which is excellent, however that’s not translated into women actually holding high-ranking STEM positions in different companies. I think the problem is because of a mix of issues women juggle: family, jobs and expensive childcare. I think that very often the problem is also maybe a lack of confidence because women want to tick all the boxes when they’re applying for a job, especially if it’s a senior job role. <a href="https://employers.gradtouch.com/insight/women-wont-apply-to-a-job-unless-they-meet-100-of-the-requirements-myth-or-lesson-to-be-learnt/">There have been studies</a> done that show men will apply for a job even if they maybe tick only a percentage of the boxes. It’s why I think that programs like those you mentioned that help women see themselves in their careers and support them are so important. Companies need to ask not only can we attract women who are incredible talents, but keep them and support them along the way.

Also, inclusivity starts right from the job posting. When you see a job post, how is it written? What types of words does it use? Is it using inclusive language and when you are interviewed for the job, who’s interviewing you? Are women interviewing you or men interviewing you? And finally, how inclusive is the company is in terms of employee benefits. What we have seen at WoW is a lot of companies now are introducing all sorts of women’s health benefits, such as fertility support like IVF, which I think is excellent. It’s not only about attracting diverse talent, it’s about retaining the talent.

Also what we have learned at WoW is sometimes you have to grab women’s attention early to get them interested in STEM. You have to be very creative in how you present career opportunities to women and see those role models. You cannot be what you cannot see. So, I hope that we can really highlight more female role models, especially in senior positions in these companies, and show that you don't always need to have a degree from Harvard or Stanford to get there. There are women who don’t have that, and they have still succeeded. That’s precisely the woman we have to highlight. 

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What are some of the innovative wearable products you’re looking at now that aim to find new answers to common women’s issues?

There’s a real boom in the femtech space around fertility devices. I think of things like <a href="https://www.naturalcycles.com/oura">Natural Cycles</a>, which just announced a <a href="https://news.samsung.com/ca/samsung-and-natural-cycles-partner-to-bring-advanced-temperature-based-cycle-tracking-to-galaxy-watch5-series#:~:text=Natural%20Cycles%20leverages%20its%20technology,including%20the%20groundbreaking%20BioActive%20Sensor.">collaboration with Samsung</a>. I think that’s incredibly positive for the ecosystem because their solution will be embedded into <a href="https://www.t-mobile.com/smart-watches/brand/samsung">Samsung’s Galaxy watches</a>. There are devices being made that you can use for your pelvic health by doing pelvic floor exercising. We have a community member at WoW that I’ve written about that has a belt for osteoporosis that’s been <a href="https://www.healio.com/news/endocrinology/20201215/fda-grants-breakthrough-device-designation-to-osteoporosis-vibration-belt">proven with its regular vibration</a> improves the density of your bones, which is incredibly important for women going through menopause.

One thing I will note is the wearable space is growing, and while women’s issues like fertility and pregnancy are massive areas for innovation right now, we haven’t seen enough innovation in wearables for non-reproductive health issues. Most people still see the femtech industry as a reproductive industry, but we have to focus on many other areas that don’t view women solely as reproductive machines. We need innovations around autoimmune diseases, cardiovascular, food and nutrition, mental health, Alzheimer’s and dementia.

How important have the advancements in our connectivity with 5G been to help these innovations come about?

Incredibly important. I think that we cannot see the ecosystem thrive until we bring all the key stakeholders together. One part of that community are big tech companies like T-Mobile because they’re <a href="https://www.t-mobile.com/news/network/t-mobile-expands-leading-5g-network-with-additional-coverage-and-capacity">building the infrastructure</a>. You can have the most amazing device, but if you don’t have the <a href="https://www.t-mobile.com/coverage/4g-lte-5g-networks">base infrastructure</a> on which your device will run, what’s it all for? 5G is especially important because of how it will contribute to easier use and the potential to interconnect of many of your devices together. I dream of a future where if I have a smart fitness tracker, I have a smartwatch, I have all sorts of different devices, we can all sync them up and they can all be interconnected and work together, and we can all benefit from these devices without needing to use maybe all the devices from the same brand. That would be amazing, because that brings more opportunity for an average user and for widespread adoption for all women.

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Are you a woman who has taken a break from work and is looking to return to a career in tech? Take a look at <a href="https://www.t-mobile.com/news/community/successful-returnship-program-returns-2022">T-Mobile’s Returnship Program</a>, which creates a system of mentorship and support for those interested in various tech positions. <a href="https://careers.t-mobile.com/meet-our-teams/students-grads-and-returners/returnships/">Apply here.</a>

This Women’s History Month, we spoke with the CEO of Women of Wearables about her expert insights on the promise of 5G and the growing femtech space.

What’s Next for the World of Women’s Wearables? - T-Mobile Newsroom

A T-Mobile technology expert shares her story of how the Navy prepared her for a career in technology, but not for the reality of her otherness as a Black woman in the field. Now, she’s showing high school students what the next generation of tech leaders can look like.

Dr. Cheryl Cooper has worked hard to earn four credentials and degrees in cybersecurity: DCS, CISSP, CISSA and CDPSE. She’ll tell you, however, her life’s work is removing barriers that keep future generations from believing they can achieve those titles as well. (We'll save you the google search of all those certifications: Digital Communication Specialist (DCS), Certified Information Systems Security Professional (CISSP), Certified Systems Information Auditor (CISA) and Certified Data Privacy Solutions Engineer (CDPSE).)

“I am a champion for students, especially women of color, to pursue careers in cybersecurity and technology,” she says. “Our students can’t dream what they can’t see.”

A business information security officer with T-Mobile based in Overland Park, Kan., she is also a member of T-Mobile's Technology Diversity, Equity and Inclusion committee. And she serves as the president and founder of <a href="https://winsmentors.org/">Women in Security Mentors</a>, an organization that advocates for women and minorities to pursue careers in technology and in cybersecurity.

In 2022, <a href="http://www.linkedin.com/in/drcherylcooper">Dr. Cooper</a> led all-girls cybersecurity and technology career fests at T-Mobile’s headquarters in Bellevue, Wash., and Overland Park, Kan., welcoming a combined 265 students whom she says are underrepresented in the field and lack proper mentors.

“There are <a href="https://fortune.com/education/articles/the-cybersecurity-industry-is-short-3-4-million-workers-thats-good-news-for-cyber-wages/">more than 3 million</a> unfilled cybersecurity jobs today, yet I found that minority representation is in single digits in the field,” Dr. Cooper says. “Only 9% of <a href="https://www.forbes.com/sites/forbestechcouncil/2022/09/30/minorities-and-the-cybersecurity-skills-gap/?sh=62e0028a7f3f">cybersecurity jobs</a> are held by black employees, with 24% of the jobs held by women. There are so many career paths in this field, not just coding, that I don’t think all our students are being introduced to. That’s where I come in.”

On Feb. 23, she is leading another all-girls cybersecurity and technology career event, this time at one of the company’s store locations in Frisco, Texas. The fact that it falls within Black History Month is not lost on her.

“These events are to support building the next generation of a diverse pipeline in technology and cybersecurity, and to support closing the race and gender gap,” she says. “Black History Month provides an opportunity to showcase the Black culture, contributions of Black people, and an opportunity to be of service to Black communities. We must show people of color, and especially our girls, visual opportunities so that they can see themselves in the world.”

Dr. Cooper says she sees how T-Mobile is building a workforce of the future, by advancing diversity, equity and inclusion in the workplace and beyond so as to reflect the communities the company serves.

Since 2021, T-Mobile has invested over <a href="http://mobile.com/brand/celebrating-diversity/black-history">$3 million in HBCUs</a>, and Dr. Cooper’s efforts to introduce technology opportunities to minority youth, specifically female minorities, resonates powerfully with T-Mobile’s company values and its enterprise competency framework known as the "Values in Action,” one of which is creating affordable access for the next generation. The company has <a href="https://www.t-mobile.com/news/community/project-10million-fall2022-update">continuously expressed</a> its commitment to help close the digital divide and provide affordable access to connectivity, so everyone has the opportunity to succeed. That devotion to equal opportunities is another reason Dr. Cooper is also working to launch a T-Mobile Cybersecurity Internship Program this year.

“It’s a paid internship for high school juniors and seniors that creates a career path in cybersecurity and provides certification while they’re studying in college,” she says. “Isn't that amazing?! At the age of 20, you have the opportunity to have a certification, a two-year degree and four years of experience under your belt.”

Dr. Cooper plans to do even more. We asked her to talk about her tireless work and to share her story as an influential Black woman in wireless technology.

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How would you describe your journey into the technology field?

My journey into technology is not the traditional path. I grew up in the inner city of Kansas City and I wanted more opportunities, so I turned to the military and enlisted in the United States Navy. I went in as a radioman technical controller, responsible for troubleshooting telecommunication systems and changing out cryptographic keys. I learned so much, but when I returned to civilian life, I was surprised to see the lack of women and Blacks in technology. As I continued my career in technology, I saw racism, both unconscious and conscious bias, as well as a gender gap with women in STEM, specifically technology. This became even more apparent when I started going to industry conferences and didn’t see people who look like me. That’s what got me on my path to say, “I’ve gotta do something about this. I’ve got to be a changemaker. I’ve got to work on closing this race and this gender gap.” It’s been a passion of mine for a decade.

Tell us about the Cybersecurity and Technology Career Fests for high school students you’ve led on T-Mobile’s campuses. And why do you think it’s significant that your upcoming event falls during Black History Month?

For the last decade, I’ve been committed to doing what I can to close the race and gender gap in this cybersecurity and technology field because I know it holds so much opportunity for aspiring youth. Most companies have a recruitment strategy for cybersecurity roles. But what I found is that unless we incite our youth to pursue careers in technology and cybersecurity, we’re not likely to find them. That’s why I started the <a href="https://winsmentors.org/">Women in Security Mentors Organization</a>, an organization that introduces women and minorities in underserved communities to the cybersecurity field. Many of the high schools in the communities we have focused on are not introducing the students to these amazing and rewarding careers, especially when you look at Title I schools and inner-city schools. I pitched a paid high school internship program where juniors and seniors create a career path in tech and study for certification. I also talked with my senior leadership team about minority youth, especially female minorities, who aren’t aware of the types of jobs available in cybersecurity. I said we need to show that opportunities aren’t limited to coding. We have to show them that there are people who look like them currently working in roles like mine. That’s how I came to create our first career fests, which brought hundreds of female students to the T-Mobile campuses. And, next up, I’m on my way to Frisco, Texas, where we plan to welcome another hundred girls. We’re going to close that gap by introducing the students to these career fields and the opportunities they can visualize themselves in. We took a poll, and 97% of the students who attended our Bellevue career fest last year said they felt more hopeful about the future. Another 80% said they’d now consider STEM careers.

What does Black History Month mean to you?

Black History Month is important and especially so to me because we have started to say it’s not just Black people’s history, it’s America’s history. It provides an opportunity to honor the sacrifices that have been made for racial, social and economic equality, and what we are doing to close the gaps. Black History Month is an opportunity for us to learn where we came from and evaluate where we’re going. A lot of people don’t even know the significance that Black people played in fields like technology. More people know about the contribution of Black women in space exploration, women like Katherine Johnson, thanks to the movie Hidden Figures, but there’s so much more to learn. It’s an opportunity for not just the Black community, but for all people to pause and learn about a people’s contributions to our society overall.

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Check out footage below from the Career Fests in Overland Park, Kan., and Bellevue, Wash. 

A T-Mobile technology expert is showing high school students what the next generation of tech leaders can look like.

Employee Spotlight: A Champion for the Next Generation of Tech Leaders - T-Mobile Newsroom

As T-Mobile renews its commitment to hiring 10,000 veterans and military spouses by the end of 2023, one veteran employee shares a journey from hiding his PTSD to being encouraged to share his true story and supported with mental health resources to manage the challenges he faces.

When you thank Jamie Weare for his service you might notice he doesn’t say the words “Thank You.” Instead, he uses a universal language by signing the phrase with his hands. It’s a visceral response to your gratitude, even if, as Jamie admits, you’re most likely unaware of the specific sacrifices he’s made. 

“When I got into the civilian world, I felt people didn’t really grasp it at the time,” explains the T-Mobile interim coach at the Menaul Call Center in Albuquerque, New Mexico. “They understood something happened and there’s a lot of ‘sorry for your loss’ and ‘thank you for your service,’ but to understand what that really means I think you have to have a loved one who served or have served yourself.”

What happened to Jamie after joining the Infantry in 2001 is not just a memory you neatly tuck away and move on from. It’s a part of who he is, and it’s also the part of him he suddenly felt he needed to hide when he began his journey back into civilian life. 

‘It’s become easier to talk about the accident,” says Jamie. “It’s the 20th anniversary this year. On March 29th 2002 I was involved in a training accident where a 120 mortar round misfired and basically exploded inside the tube. As a result of that accident three of my brothers in the vehicle with me that night never left Fort Irwin in Barstow, California.”

Jamie says he recuperated at the VA for almost 3 months, but emotionally he knew he also had to learn to cope. He remained in the army until 2004 partly because of opportunities he still wanted to accomplish and also because admittedly there was comfort in being surrounded with people who had similar experiences and understood his struggles. 

“Returning to civilian life was a challenge,” he says in reference to the mental health effects of his experience. “I had several jobs along the way and I felt like a lot of what came with me as a veteran is just swept under the rug and the only job that understood who I was and encouraged me to have an open dialogue about it and participate in different events to help others who have post-traumatic stress disorder was T-Mobile.”

When he applied for a job with T-Mobile after another telecommunication company he worked for closed its store during the pandemic, Jamie says he was unaware that the company was designated by Military Friendly® as a top Military Friendly Employer and Military Spouse Friendly employer, or that T-Mobile had made a <a href="https://www.t-mobile.com/responsibility/community/military">commitment</a> to hire 10,000 veterans and military spouses by the end of 2023 (the company is about 84% there!).  But, he says from the first day he stepped into his new role it was apparent what kind of support he was going to receive. The real kind.

“It’s not a publicity stunt,” he says with a smile when asked if he feels truly appreciated for his service at work. “T-Mobile doesn’t just say thank you, they honor you for the whole person you are. The skills I learned in the Army have made me flexible and translate well at work. T-Mobile has given me opportunities to use those skills in several different areas: I have been in closed loop, an interim associate trainer, and now an interim coach!”

Jamie says beyond being invited to NYC in 2021 to participate in the Veterans Day Parade and being connected with other veterans and supporters through T-Mobile’s more than 11,000 member strong Veterans & Allies Employee Resource Group, he also was able to take advantage of health benefits that catered towards goals of managing his PTSD. 

“T-Mobile has an amazing benefit that gives you 10 free counseling sessions to help you try different counselors to see what works for you,” says Jamie, “and that’s what I was able to do. My PTSD is so much more manageable now, even without the need for medication.”

Aware of the <a href="https://www.t-mobile.com/news/community/mobile-mindfulness-the-future-of-mental-health">staggering statistic</a> regarding how many U.S. veterans continue to report having developed a mental health condition such as post-traumatic stress disorder and depression, the company has tailored elements of its wellbeing resource <a href="https://www.livemagenta.com/">LiveMagenta</a> for its veteran employees requiring support.

Jamie says he also has made use of the company’s childcare subsidy for his family and the tuition reimbursement program to attend The University of Arizona Global Campus to continue his higher education free of charge. He says when he first found a job opening at the T-Mobile call center, he had no idea about the company’s commitment to veterans and veteran family employment. But he says since the moment he applied for a position and reported his veteran status, he has seen for himself the investments being made to the military community. 

Jamie says he is proud that T-Mobile continues a presence at hundreds of job fairs and Veterans Affairs offices across the country and also partners with not-for- profit organizations such as <a href="https://www.hiringourheroes.org/">Hiring our Heroes</a>, <a href="https://fourblock.org/">FourBlock</a>, and <a href="https://www.warriors4wireless.org/">Warriors4Wireless</a> to help fund career readiness programs and community support initiatives.

He says he was excited to hear that the company also expanded its successful <a href="https://www.t-mobile.com/news/community/returnship-helps-veterans-reenter-workforce">TechX Returnship Program</a> to include veterans. TechX Returnship is a partnership with <a href="https://www.reachire.com/">reacHIRE</a> that helps facilitate paths to leadership roles for women—and now veterans— returning to the workforce in technology roles. The program provides opportunities to those with tech-centric resumes who’ve taken a long professional career break to care for family members, raise children, or to serve in the military.

“There are so many resources,” says Jamie. “I feel in my experiences there have been a lot of companies that don’t want to talk about the realities of serving and would rather hide behind the guise of ‘Thank you for your service.’ But T-Mobile really is there with impactful support for veterans.”

Jamie’s vulnerability about the challenges he’s faced is as disarming as his positivity. He’s the personification of pulling oneself up by the bootstraps. An indelible force of human spirit. And this year, Jamie received the company’s PEAK Achievement Award, the pinnacle of recognition at T-Mobile, which goes to the top 3% employees who are nominated by leadership and peers for being outstanding in job performance and company values. Winners and their plus-one are treated to an all-expenses-paid trip to Maui to celebrate alongside the company’s senior leadership team, including CEO Mike Sievert. 

“Going to PEAK was an amazing experience,” says Jamie. “Just a week of love and celebration and meeting with senior leadership to hear directly from them how we’re making an impact on the business. Words can’t express my true feelings when I try to explain why I am so happy to be working for T-Mobile,” says Jamie. “It gave me back so many things I had lost.” 

To learn more about T-Mobile’s employment initiatives, plan discounts, and ongoing community investments and support for servicemembers and their families, head to the <a href="https://www.t-mobile.com/responsibility/community/military">T-Mobile Military Landing Page</a>.

As T-Mobile renews its commitment to hiring 10,000 veterans and military spouses by the end of 2023, one veteran employee shares his personal story.

Veterans Day Employee Spotlight: Saying Thank You For Your Service

Veterans Day Employee Spotlight: Saying Thank You For Your Service. - T-Mobile Newsroom

A digital literacy program created by The League of United Latin American Citizens continues to grow with T-Mobile’s help, and this Hispanic Heritage Month students say it’s an opportunity to stay ahead of today’s fast-paced connected technology.

A program focused on digital literacy and safety for students in Hispanic communities has expanded across the country as it enters its third year. Current high school participants say it’s been a rewarding opportunity. 

“I’m interested in computer science,” says Elizabeth Rodriguez, a senior at North Side High School in Houston and current <a href="https://lulac.org/conexiones/">Conexiones</a> participant, “and this program for the community is amazing because sadly my mother and family never had this opportunity. I know they’re grateful I get to study this subject and I hope my younger nephews and future generations get the chance as well.”

Created by <a href="https://lulac.org/">The League of United Latin American Citizens (LULAC)</a>, the oldest Hispanic civil rights organization in the U.S., the grassroot STEM program aimed at students ages 14 to 18 has been expanding with the support of T-Mobile as part of the Un-carrier’s <a href="https://es.t-mobile.com/news/community/equity-in-action">Equity In Action plan</a>. The Conexiones curriculum is meant to educate youth on digital privacy and security, identifying misinformation, combatting cyberbullying and building positive relationships online. To date, LULAC’s program has had 231 participants.

“At the end of last year’s cycle, 51.8% of participants said they were interested in pursuing a career in the STEM field while 96% said they were more interested in continuing to learn about internet safety,” says Priscilla Garcia, LULAC’s empowerment and education program coordinator.

With a pilot program in just two sites back in 2019, Conexiones is currently running programs at six sites in Texas, Virginia, California and Washington D.C.

This Hispanic HeritageMonth, we learn more about a digital literacy program created by LULAC that continues to grow with T-Mobile’s help.

The Conexiones Program Helps Latino Students Navigate the Digital World - T-Mobile Newsroom

This National Disability Employment Awareness Month, one T-Mobile employee is sharing her story to highlight the importance of the company’s latest disability advocacy and accessibility awards and explain how equitable hiring opportunities can provide meaningful employment for those with disabilities.

When Susan Jolly was 19, she was in a car accident that resulted in an incomplete Cervical 4/5 spinal cord injury (SCI) that left her quadriplegic. There is no way she can convey what transitioning to her new life was like. So, she doesn’t try. Susan simply says she is grateful for influences of others that made her resilient. 

“I was very goal driven even as a young child thanks to people in my life,” says the Senior Manager in the Product and Technology Department at T-Mobile. “I started setting goals for myself even at 7 years old, like that I was going to be a professional woman working alongside men in corporate America. That dream has come true.”

Susan thinks big picture in most anything you discuss in her life, and her decisions all read like steppingstones to large scale pursuits. She’s a woman who has overcome incredible obstacles to achieve professional goals such as graduate with her MBA and have a successful career in technology as well as personal ones to become a mother, of a now 27-year-old son, even after sustaining her injury. A staunch believer in the value of financial independence for people with disabilities, it’s no surprise that her very first job after her life was turned upside down was as an advocate at the Independent Living Center in Los Angeles. 

“It was my first job after my accident” she says, “and where I learned to live my life with my disability. Getting people meaningful employment where they can independently provide for themselves is the best gift you can give a person with a disability. Period.” 

This National Disability Employment Awareness Month, Susan is sharing her story to highlight the important Equity In Action efforts that T-Mobile has accomplished and is committed to continue in the space of accessibility, as well as regards to hiring initiatives within the disability community at large.

“I’ve been helping with a Diversity and Inclusion pilot here at T-Mobile,” she explains, regarding the company’s most recent partnership with organizations like the American Association of People with Disabilities to provide paid summer internships for those who qualify (you can read one such intern’s story on our <a href="https://www.t-mobile.com/news/community/gaad2022">Newsroom</a>).

“It’s taught us a lot of what’s working and what we need to work on,” says Susan. We want people to become employed at T-Mobile but I don’t see a lot of people like me, in part because it’s not an easy path to get here. I’m a persistent person and I don’t give up so the best thing I can do is help blaze a trail and show others the way.”

It’s that sort of persistence that has led to T-Mobile’s latest accolades within the space of disability advocacy and accessibility awareness. With the former disability advisor at the White House during the Obama administration, <a href="https://www.t-mobile.com/news/community/disability-awareness-claudia-gordon">Claudia Gordon</a>, at the helm as a Senior Accessibility Partner, the company has been full-steam ahead with its Equity In Action plan as part of its larger Diversity, Equity and Inclusion actions.

“At T-Mobile, disability inclusion and accessibility are essential part of our company culture and brand’s promise,” says Claudia. “We are proud to be recognized by <a href="https://nam02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.linkedin.com%2Fpulse%2Finclusion-powers-our-culture-deeanne-king%2F%3FtrackingId%3DsyDo7oS9S3ijXKpSauRjbA%253D%253D&data=05%7C01%7CMolly.Byerly1%40T-Mobile.com%7C1983992331de43b15eeb08da808cbd8f%7Cbe0f980bdd994b19bd7bbc71a09b026c%7C0%7C0%7C637963639211609187%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&sdata=160DZRkgS5MCyHtJRNykyZWQPtNkqJMInSWohwDYtrw%3D&reserved=0">Disability:IN as the Employer of the Year</a> and as <a href="http://NOD.org/seal" target="_blank" rel="noreferrer noopener">2022 Leading Disability Employer by the National Organization on Disability</a> (NOD). These honors reflect the work of employees like Susan Jolly across the company who bring our culture of “Be You” to life every day at the Un-carrier.”

And Susan says the continuous examination of what it means to each person to have a reliable system of equitable accessibility is necessary.

“The one thing I found is T-Mobile cares and wants to hire people with disabilities, but when we talk about equality, it may not be the way you define it because if I have visual or hearing loss and I can’t see or hear the information I need to do my job, then I need to have the tools to receive it in a different way than others,” explains Susan. “We believe in equality here, but equity is our focus when it comes to creating spaces for people with disabilities to have a positive workplace experience.”

Susan started a <a href="http://femalewheelrider.com/">personal blog</a> called “What is Possible — Living Life as a Female WheelRider!” to share those lived experiences in hopes of empowering people like her as they navigate both their professional and personal worlds. What she was surprised to find is that much of the advice she was offering on her blog, which consists of topics such as career tips, leveraging technology, helpful training resources, and finding purpose and motivation, was inspiring non-disabled readers as well. She says early on many of her colleagues were coming to her in search of a mentor for things as universal as goal setting in their careers. People like Rushy Reddy.

“Without Susan’s guidance, mentorship, and support, I would not be where I am in my career today,” the T-Mobile supply chain manager says. “I’ve worked for Susan for two years, and in that period she has been instrumental in my journey to not just become a people leader, but one that leads with empathy, integrity, and courage. She sets the bar high and she never lets her disability be the deciding barrier to what she sets out to achieve.” 

Rushy says Susan’s superpower is her ability to make time, holding bi-weekly syncs that focused on short-term and long-term goals that, he says, gave him tools he needed to grow both personally and professionally.

“What I’m most proud of at my tenure at T-Mobile isn’t the code I’ve developed or budgets I’ve successfully run, but instead is developing people,” says Susan.

And she hopes that by sharing her story, people will review any unconscious bias they may have about people with disabilities, so that we can all be open to learning from one another.

“There’s an innovative mindset I need in my personal life that translates well in my work life,” she says. “And people don’t always realize that because it’s not something you put on your résumé. But the most important skill I see in people with disabilities is we are innovative in order to survive in our everyday lives. And people don’t realize that innovation comes to work with us. They just see it as this disability, which limits the importance of our problem-solving abilities in many different contexts to be part of the driving force for moving T-Mobile forward.” 

This National Disability Employment Awareness Month, a T-Mobile employee shares her story of disability advocacy.

Employee Spotlight: What Is Possible. - T-Mobile Newsroom

There’s a lot to gain from creating a diverse and inclusive workplace. At T-Mobile, our employees live our values and break down barriers — for each other and our customers. I’m immensely proud of the company we’ve become thanks to them. It’s simple: We are stronger when we represent those we serve. And placing DE&I at the center of our Un-carrier culture inspires the kind of diversity of perspective, talent and innovation that enables us to be the best workforce this industry has ever seen. As we celebrate the 32nd anniversary of the <a href="https://www.ada.gov/2010_regs.htm" target="_blank" rel="noreferrer noopener">Americans with Disabilities Act</a>, I’m deeply honored that <a href="https://disabilityin.org/" target="_blank" rel="noreferrer noopener">Disability:IN</a>, a nonprofit focused on disability inclusion in the workplace, named T-Mobile <a href="https://disabilityin.org/releases/disabilityin-announces-the-2022-inclusion-awards-winners/" target="_blank" rel="noreferrer noopener">Employer of the Year</a>. This award recognizes a company for exemplary policies, strategies and initiatives that have improved disability inclusiveness in the workplace, marketplace, accessibility and supply chain.

Our CEO, Mike Sievert, recognizes the challenges that exist for individuals with disabilities, along with the <a href="https://www.t-mobile.com/news/community/diversity-equals-innovation" target="_blank" rel="noreferrer noopener">incredible value</a> they add to any company’s team. That’s why he <a href="https://disabilityin.org/ceos-are-in/" target="_blank" rel="noreferrer noopener">signed a commitment</a> to help build inclusive, accessible and equitable workplaces by participating in the Disability Equality Index. Since T-Mobile first appeared on the index, more than 100 other companies have committed their support. The recognition from Disability:IN reminds me that we’re doing many things right, but that we always have more work to do. Our <a href="https://www.t-mobile.com/news/community/equity-in-action" target="_blank" rel="noreferrer noopener">Equity In Action</a> roadmap inspires us to embed diversity, equity and inclusion into every corner of our business. There is no completion date. We must constantly examine our progress on the promises we made so that every single T-Mobile employee has an inclusive space for career and personal development. Working with organizations like the <a href="https://www.aapd.com/" target="_blank" rel="noreferrer noopener">American Association of People with Disabilities</a> to create inclusive hiring opportunities through our internship program is one way we’re making a difference. I am so inspired by T-Mobile employees like <a href="https://www.t-mobile.com/news/community/disability-awareness-claudia-gordon" target="_blank" rel="noreferrer noopener">Claudia Gordon</a>, our senior accessibility partner who’s made it her mission at T-Mobile to drive enterprise-wide strategies for a disability-inclusive culture and an accessible and equitable work environment. And one of this year’s summer interns, <a href="https://www.t-mobile.com/news/community/gaad2022" target="_blank" rel="noreferrer noopener">Danny Charney</a>, shared his disability journey and the mentors he found along the way. T-Mobile is lucky to have Claudia and Danny, plus many more trailblazers. So today, while we reflect on the significance of the ADA, let’s recommit ourselves to collaborating with purpose and fostering cultures of inclusion.

T-Mobile is honored to receive the Employer of the Year award from Disability:IN.

Inclusion Powers Our Culture - T-Mobile Newsroom

As T-Mobile celebrates Pride 2022 with the affirmation “I am an advocate for my community, making an impact,” we bring you the personal stories of several employees who share exactly how they live out that commitment at work and beyond.

While T-Mobile recognizes that support at the national level is important and continues through <a href="https://www.t-mobile.com/brand/celebrating-diversity/lgbtq-plus-pride">partnerships with GLSEN, Happy Hippies and HRC to</a> improve the quality of life of at-risk LGBTQIA+ community members, it’s vital to show that there is power in every single voice. Spotlighting how individuals can make an impact shows that Pride is Power.

The anti-transgender legislation making news of late is more than just a headline for the people interviewed in this spotlight. Everyone featured says that telling their story is an actionable item in the ways they want to celebrate Pride this year. It is how they are being advocates for their community, making an impact. From Seattle to Wichita to Memphis and Colorado Springs, their stories include gender-affirming treatments that they say T-Mobile’s health benefits made possible, or changing chosen names on work badges and pronouns with co-workers. They’re experiences that help shape T-Mobile’s own advocacy practices that now include things such as a thorough transition guide and employee handbook of policies designed to create a better experience for co-workers across the company who come out as trans at work.

“Our Pride Employee Resource Group (ERG) is a place where our employees can bring their ideas about how to make our workplace better for all,” says Jen Palmer (She/Her), senior director of T-Mobile’s Technology Project Management Office and the chair of the Pride ERG. “We take great pride in consistently looking at new ways to improve experiences. Whether it’s encouraging all to add their pronouns to badges and email signatures, or recommending inclusive language on our restroom signage, or looking at our own internal systems and fixing issues that may pop up when a colleague changes their name. As we hear from our employees, we also continually evaluate our benefits to ensure they meet the unique needs of the LGBTQIA+ community. Our ERG does not settle for the status quo. It’s our role to champion inclusivity and continuous improvement.”

“Sometimes I think that the Pride Employee Resource Group at T-Mobile found me just as much as I found it,” says Haven Vilminot (They/Them), an HR data analyst and non-binary/transgender T-Mobile employee in Seattle.

When talking about T-Mobile’s Pride is Power 2022 initiative, it’s important to remember how the company’s Pride ERG began and how those simple beginnings continue to have visible effects on its members today, even for those like Haven from the newer Gen Z workforce. Pride participation at T-Mobile began as a grassroots movement before becoming an influential, company-wide commitment.

Back in 2013, some thirty employees from two call centers in Albuquerque took it upon themselves to represent T-Mobile in their local Pride parade. The news of these employees spearheading this participation traveled fast all the way to T-Mobile’s headquarters in Bellevue, Wash., inspiring another hundred employees to not only march in, but also sponsor the Seattle Pride parade the following year. Today, the ERG boasts more than 13,000 members across 50-plus chapters in the country.

“For me, queer community was something that I had outside of work, but that I wasn’t able to bring into work with me, and that’s a very unsustainable way to live,” says Haven, “but T-Mobile is actually the first place that I’ve ever worked where I felt safe to be all the way out of the closet.”

Haven says one reason for that is T-Mobile is the first place where they had an openly gay boss, who connected them to resources at the company specific to the LGBTQIA+ community.

“For me, Pride Month is a moment, I think, where a lot of us like to pause and think about our history, but it is also a time where I feel particularly moved by being able to imagine futures together as people,” says Haven. “For Pride Month 2022, something that I’m thinking about is the concept of taking a door off the hinges when you go through. Outside of my T-Mobile community, I find myself making sure that I am visible and out and taking that door off the hinges on my way through, so that anybody who comes after me maybe has to do a little bit less of that. We’re building on it for each other everywhere we go.”

Brantley Clark (He/Him) says he is many things: A partner. A girl dad. A trans man. A black man. A trans black man. And he is crystal clear how to encapsulate all that succinctly if you ask what Pride means to him.

“Progressive Individualism,” he will tell you. “Those are two words that I hold during Pride.”

They are two words that the global care business support manager from the T-Mobile Wichita Customer Experience Center says not only give space for the many layers of his own unique identity, but also helps to invite others who perhaps, like him, did not always feel represented under the Pride umbrella.

“There’s this epiphanic moment in June that everyone gets from a societal perspective,” says Brantley, “but I walk this journey every day, not just in June. And it’s an every day progression into the right direction as an individual.”

Brantley says when he began his transition at T-Mobile it was abundantly clear that despite the lack of support from family members, he could safely be in what he called “a long-term relationship” with T-Mobile.

“When I stepped into global care as B, as Brantley, I didn’t have to bring on that past history with me,” he explains. “Being in a spot where I had the financial means, the benefits, the insurance and many other supporting factors, is when it really hit home for me, and I realized that T-Mobile is a place that I could commit myself to. T-Mobile gave me the ability to control what I look like and what I presented to the world, and it really helped me to align my internal with my external, and I don’t compromise that for anything.”

This Pride, Brantley says he is hyper-focused on trans visibility within T-Mobile and beyond.

“I have a seat on this plane called Pride,” he says. “But are we always doing the seatbelt checks to make sure everybody’s buckled in? Are we making sure everybody on the manifesto is actually on the plane?”

A leader in his local Pride ERG chapter, he says he was the first trans person on the advisory council and as such feels a sense of responsibility to create a path that others can follow and join him.

“From a LGBTQIA+ perspective, there’s not many examples of leaders who looks like me,” he says. “Which is why my mantra this year has been we're going to do the work to get it done, even if it means that I have to be the face for people to see. What we really need to do is create equality and equity across Pride.”

For Jason Bayless (They/Them), a Community Expert at T-Mobile’s Colorado Springs Customer Experience Center, their advocacy stems from a painful experience with a previous employer and a desire to give back to those who showed them what true advocacy looks like.

“The reason I started at T-Mobile, and it’s a reason that I hear a lot of people say that they are at T-Mobile, is because it is a place that they are able to truly be themselves,” says Jason. “Not embracing that and not stepping out of what for me personally had been a very easy bubble of just passing — that wasn’t being true to myself because I was not giving back what this company had given me, and it’s not helping to pave the way forward for other people.”

Jason became co-chair of the Colorado Spring Pride ERG chapter as a way to advocate for others. Jason’s story of qualifying for hormone therapy and gender reassignment surgery and being supported by T-Mobile’s benefits plan along the way is profound because of the way they felt unable to do basic things according to the gender they identified as in previous jobs.

“More than anything, it had to do with the people around me,” says Jason.

Not comfortable with being out at work previously often led to Jason being “pegged as a lesbian” because there simply were no open conversations about it and using the restroom they felt comfortable in was never something they were able to even consider.

While Jen Palmer says most all of T-Mobile’s properties, including its headquarters, call centers and retail locations, have genderless bathroom options, the company’s gender transition guide and employee handbook also state clearly that “all employees should have access to restrooms that correspond to their gender identity” and that “employees should determine the most appropriate option for themselves.” It’s a policy Jason says they never had before, and the lack of that protected inclusivity caused very public derision.

“Once in a meeting at another company I was very pointedly told by upper management in front of everyone that I was not allowed to go into the restroom that I actually identified as, because that’s not what it showed on my birth records,” recounts Jason. “It's not what showed on my ID. And if I did not agree with it, there was the door. These people that I’d worked with for years, looked me in the eye and then literally physically pointed at the door. I was broken.”

Compare that to the experience Jason had after joining T-Mobile, where they say managers and co-workers not only supported all the protocols to change their name and pronouns after their transition, but even quickly helped fill their shift when a last-minute appointment for part of their gender affirming surgery became available. From the small things to the very big things, Jason says there’s no price you can put on the value of being surrounded by advocates.

“You don’t have to always make a big splash to make an impact,” says Jason. “To turn to my coworker, a cis male who says he has never known anyone who wasn’t straight and have him say we can participate together in ‘<a href="https://www.cnet.com/health/personal-care/what-is-movember-and-no-shave-november-the-history-and-how-to-participate/">No-Shave November</a>’ now that I have been able to grow a full beard, is so incredible.”

If you look up Ellis Bishop-Wright (He/Him) online today, you would be hard pressed not to find some kind of positive comment about how he has impacted people at work. As Ellis was preparing to be part of a <a href="https://lesbianswhotech.org/pridesummit2022/">Lesbians Who Tech</a> event with T-Mobile Chief Human Resource Officer Deeanne King this month to discuss his coming out story at the company, many who felt touched by his kindness were on all major social channels singing his praise.

“Ellis has been a leader and advocate for Human Rights as long as I’ve known him,” writes one person. “He is someone I am proud to work alongside and learn from.”

Others posted that the senior learning solutions consultant in T-Mobile’s Career Development and Learning organization is someone who has been “dedicated to creating a safe and affirming environment in the workplace.” Ellis’ online persona paints an unshakeable force. But speak to Ellis directly and he will acknowledge that the powerful person he feels today is in stark contrast to the person he felt like just four years ago.

“It was May of 2018, and I was depressed, unemployed, and had real doubts I would ever get hired,” says Ellis.

Having lived in a part of Memphis where he says he and his wife were not particularly welcomed in their local stores or their kids’ schools, it wasn’t until he joined T-Mobile a year later that something switched.

“The environment at T-Mobile gave me a lot of confidence and that space to explore who I am,” says Ellis, “and helped me get to the point where I was like, ‘Okay, I’m trans and I need to admit this and stop spending so much time and energy not admitting it.’”

Ellis says he knows there are so many who do not share in his positive experience of coming out at work.

“I am representing trans people of T-Mobile,” says Ellis, “and my coming out was like landing on a soft cloud. Deeanne was excited. My manager happy-cried when I told her. People got so excited for me, and it has just been like doors always open … but I know that others — many, many others — haven’t had such a positive coming out experience as I have and sometimes I feel like guilty about it.”

And while Ellis is careful not to imply through his personal story that there aren’t real risks that trans people face every day when they come out at work, he says he hopes showing what a positive experience can do for both the person and the overall work environment can be impactful on a micro and macro scale.

“This is my first foray into the world as a transgender man,” says Ellis. “When I combine that with the terrifying and terrible legislation that is happening all over this country against trans people, I feel now is the time to speak up and have our voices heard.”

You’ve heard some of their voices, now see some of their faces below at T-Mobile sponsored Pride events as they become available all month long.

<figure class="wp-block-image size-large"><img src="https://www.t-mobile.com/news/_admin/uploads/2022/06/Screen-Shot-2022-06-10-at-8.40.18-AM-1024x685.png" alt="" class="wp-image-88535"/><figcaption>Pride Miami 2022</figcaption></figure>

<figure class="wp-block-image size-large"><img src="https://www.t-mobile.com/news/_admin/uploads/2022/06/Screen-Shot-2022-06-10-at-8.54.27-AM-1-1024x593.jpg" alt="" class="wp-image-88568"/><figcaption>Pride Miami 2022</figcaption></figure>

<figure class="wp-block-image size-large"><img src="https://www.t-mobile.com/news/_admin/uploads/2022/06/22CM0154-01_Pride_Parade_Miami-FL_DJI-0105-1-1024x768.jpg" alt="" class="wp-image-88658"/><figcaption>Pride Miami 2022</figcaption></figure>

<figure class="wp-block-image size-large"><img src="https://www.t-mobile.com/news/_admin/uploads/2022/06/22CM0154-01_Pride_Parade_Miami-FL_DJI-0107-1024x768.jpg" alt="" class="wp-image-88616"/><figcaption>Pride Miami 2022</figcaption></figure>