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BELLEVUE, Wash. — December 18, 2020 — Continuing to keep all communities connected, T-Mobile (NASDAQ: TMUS) today announced the Un-carrier has been selected to provide Telecommunications Relay Service (TRS) and Captioned Telephone service (CapTel) in the state of Texas, referred to as Relay Texas. The Public Utilities Commission of Texas (PUCT) gladly renewed its relationship with T-Mobile, effective December 1, 2020 after more than 30 years of history with Sprint, now part of T-Mobile. TRS communications, including Relay Texas, can be accessed by dialing 711 anywhere in the U.S. from any phone and is available 24 hours a day, 365 days a year.

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"We are excited to continue our wonderful relationship with the great state of Texas, as well as working with the Public Utilities Commission and Relay Texas consumers as we endeavor to improve the quality of life for all," said Mike Ellis, who leads accessibility at T-Mobile. "T-Mobile provides a comprehensive array of accessible communication services to empower people who are Deaf, Hard of Hearing, DeafBlind, Low-Vision or have a Speech Disability that provide functionally equivalent communication options.”

“The Public Utility Commission of Texas is happy to announce the new contract for Relay Services awarded to T-Mobile. The Public Utility Commission of Texas and Sprint, now part of T-Mobile has a 30 year relationship and we look forward to another four years together providing top notch relay services to the people of Texas,” said Jay Stone, Program Administrator, Public Utility Commission of Texas.

Relay services like TRS and CapTel enable people who are Deaf, Hard of Hearing, DeafBlind, Low-Vision or have a Speech Disability to communicate over the phone by using a specialized text telephone and an operator to convert voice communications to text. Relay communication services are designed to accommodate the uniquely different users’ needs and capabilities.

Making Connectivity Available to All The New T-Mobile is building on more than 30 years of providing accessibility solutions under the Sprint brand. T-Mobile has been a leader in the development and advancement of telecommunications relay services and is proud to provide connectivity for all customers. As the largest provider of relay services, T-Mobile provides accessibility services to 37 state customers (including Puerto Rico and the U.S. Virgin Islands), as well as the U.S. Federal Government.

For more information on T-Mobile Accessibility’s suite of accessibility services, visit <a rel="noreferrer noopener" href="https://www.t-mobile.com/accessibility" target="_blank">www.t-mobile.com/accessibility</a>.

For more information about Relay Texas, go to <a href="http://www.relaytexas.com" target="_blank" rel="noreferrer noopener">www.relaytexas.com</a>.

Follow T-Mobile’s Official Twitter Newsroom <a rel="noreferrer noopener" href="https://twitter.com/TMobileNews" target="_blank">@TMobileNews</a> to stay up to date with the latest company news.

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About T-Mobile T-Mobile U.S. Inc. (NASDAQ: TMUS) is America’s supercharged Un-carrier, delivering an advanced 4G LTE and transformative nationwide 5G network that will offer reliable connectivity for all. T-Mobile’s customers benefit from its unmatched combination of value and quality, unwavering obsession with offering them the best possible service experience and undisputable drive for disruption that creates competition and innovation in wireless and beyond. Based in Bellevue, Wash., T-Mobile provides services through its subsidiaries and operates its flagship brands, T-Mobile, Metro by T-Mobile and Sprint. For more information please visit: https://www.t-mobile.com.

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T-Mobile will provide telecommunications relay services in the state of Texas for people who are Deaf, Hard of Hearing, DeafBlind, Low-Vision or have a Speech Disability, building on a 30 year legacy of service provided by Sprint (now part of T-Mobile). Connect with Relay Texas by dialing 711.

T-Mobile Selected as State of Texas Telecommunications Relay and Captioned Telephone Services Provider | T-Mobile Newsroom

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T-Mobile Selected as State of Texas Telecommunications Relay and Captioned Telephone Services Provider

Stephanie Estes

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T-Mobile addresses the challenges women are facing in a COVID-19 remote world with a nationwide virtual panel discussion of employees.

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“We are seeing it in the chat, people saying ‘I’m drowning, I’m struggling, I’m overwhelmed.’ I’m sure we have all used that language in one way or another.”

Maxie McCoy, <a href="https://www.t-mobile.com/news/community/expert-maxie-mccoy-on-how-work-will-never-be-the-same">a women’s leadership expert</a> and author of the book You’re Not Lost, took a moment to address the comments flooding in from more than one thousand people logged into T-Mobile’s new “Intersections” speaker series that was held recently. The virtual program was created by the company’s Women’s & Allies Network (WAN) as part of its latest renewed Diversity, Equity and Inclusion efforts after its merger with Sprint earlier this year, which skyrocketed the WAN group’s membership to over 17,600.

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The purpose of the event was to explore how employees’ identities (and current realities) shape their experiences at work. And the premiere topic, “Women and Working from Home: How to Prevent Downshifting,” clearly struck a chord with the audience. While the network had previously been focusing on creating career development opportunities for hundreds of employees through dozens of events nationwide, the term “downshifting” suddenly became a common obstacle after the COVID-19 pandemic forced many employees to work from home. Suddenly, it became less about being aware of available opportunities and more that they felt unable to take them.

Women have been forced to pull unsustainable double shifts since March, and it's reflected in labor numbers this year. Since February, women’s participation in the labor force <a href="https://www.nytimes.com/2020/11/17/business/economy/women-jobs-economy-recession.html?action=click&module=Spotlight&pgtype=Homepage">has been falling</a>, with <a rel="noreferrer noopener" href="https://www.bls.gov/news.release/empsit.t01.htm" target="_blank">4.5 million fewer women </a>employed in October than a year ago, compared with 4.1 million men. And with mothers being <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace">three times more likely</a> to stay home than fathers, businesses being shuttered by the pandemic isn’t the only reason for those unemployment numbers.

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“These circumstances are taking an unprecedented toll on women,” said McCoy, who referenced other staggering statistics from a recent report created by McKinsey & Company called <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace">“Women In The Workplace 2020”</a> that are hard to ignore.

Downshifting can be characterized by an employee’s decision to stay in a lower-paying job, accept less prominent roles or leave their employment altogether. Historically for women it’s been the natural result of a lack of affordable childcare solutions. That reality was <a href="https://www.theatlantic.com/business/archive/2015/11/daycare-world-war-rosie-riveter/415650/">noticeably paused during World War II</a> when women were needed to replace jobs left by men fighting overseas and a federally subsidized network of childcare facilities was established. It’s been a long time since that aid ended, and <a href="https://www.nytimes.com/2020/11/17/business/economy/women-jobs-economy-recession.html?action=click&module=Spotlight&pgtype=Homepage">recent post-pandemic labor numbers</a> show the risk of downshifting now weighing most heavily on low-income and minority women, especially in the service industry.

And for many of those women who aren’t dropping out in other fields, like the panelists in T-Mobile’s virtual event, that downshift is revealing itself in the way they and their female colleagues show up to work — not raising their hands nor actively taking a seat at the table as a means of survival until this pandemic passes.

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“There is an opportunity for those unofficial mentorship spaces,” said Nathasha Smith, a Customer Care Closed Loop Manager who moved from a call center in Virginia to working from home with a teenage son in remote school, when asked how she’s leveraging the perks of a virtual work environment to combat the risk of isolation. “There’s an opportunity to have a conversation with new people or get support from someone even if they don’t realize they’re helping me in a space I might need – that’s the allyship I see.”

“Inclusion relies on allyship and success partners in the workplace,” added Shwetha Kamala, an IT Vendor Manager. “We have regular check ins to ask how we can help each other with our own unique challenges. It helps to ask for help. It helps to say I am overwhelmed.”

The panel discussed how leaders, teammates and allies can specifically support women within T-Mobile by sharing their tactics to solve the problems they face:

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If there were a motto that rang true for all the women on the panel, employees of diverse backgrounds and roles within the company, it would be that work-life balance during the pandemic is a fallacy at this point.

Many women commonly reference an <a href="https://www.nytimes.com/2020/11/17/business/economy/women-jobs-economy-recession.html?action=click&module=Spotlight&pgtype=Homepage">inequality in the household and childcare responsibilities</a>, which, when faced with the closing of childcare centers and a move to remote schooling, begets an inequality in the workplace.

Mothers are more than <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace">three times</a> as likely as fathers to be responsible for housework and caregiving during the pandemic. It’s required women to create arduous individual solutions to solve structural problems. According to the Census Bureau, a <a rel="noreferrer noopener" href="https://www.census.gov/library/stories/2020/08/parents-juggle-work-and-child-care-during-pandemic.html" target="_blank">third of working women</a> suddenly unemployed in 2020 said they downshifted because of child care demands. As schools shuttered earlier in the year in an effort to flatten the curve, most families were saddled with finding affordable care for kids glued to their school’s e-learning schedules at home. When that couldn’t happen, far fewer men cited having to make the difficult decision to choose family over career. Only 12 percent of unemployed men in the same age bracket to be exact.

And the divide isn't just being widened between the genders. <a rel="noreferrer noopener" href="https://www.fastcompany.com/90581275/why-flexibility-may-be-the-least-helpful-thing-a-company-could-offer-a-working-parent-right-now" target="_blank">Since June</a>, job growth for married women has decreased by 0.3 percent, while job growth for single women has increased by 7.6 percent.

“We as a country typically think that for some reason, individual caregiving is just a personal issue because someone decided to have a family or decided to have kids, but that is just absurd,” said McCoy. “It’s a social problem. And the health of our families and health of us directly impacts the health of an entire society.”

The panelists, who agreed that leaving their jobs would not even be a viable economic option for them, admitted the only way they feel they could maintain their lead roles in the home and the home office was to normalize the daily mixture of the personal and professional with their entire teams. There’s no hiding one from the other during neatly separated hours. They had to exist in parallels during the day.

“Interestingly, when my kindergartener was in another room when I was in a meeting or if my infant was being handled by my husband, my mind was constantly wondering what was happening,” said Kamala. “What I’ve observed is having them in the same room as me while I was working put me more at ease than having them outside. I think it’s about setting this expectation with my team that, ‘Hey, this has got to happen. These two lives are going to blend for me.’”

And if a work-life balance doesn’t exist anymore, it means things will feel off-kilter at any given moment without warning, and that can be incredibly vulnerable for anyone. The number of hours that <a rel="noreferrer noopener" href="https://www.fastcompany.com/90581275/why-flexibility-may-be-the-least-helpful-thing-a-company-could-offer-a-working-parent-right-now" target="_blank">parents lose each work day</a> due to stress, anxiety and caregiving is estimated at 3.1.

“It’s like a rubber band, and sometimes we need to focus more on work and sometimes more on life,” echoed Nelly Pitocco, VP of Solution Engineering and Innovation at T-Mobile for Business. “The key is not to break that rubber band.”

Not breaking the rubber band takes a lot of effort and is having a palpable toll on the mental health of other women still trudging on. All panelists agreed that if you can’t establish boundaries between work and life right now, you’ll need to find a way to create a new space that you can still control. Often that space comes in the form of practicing self-care.

“It’s taking moments for yourself and creating those new lines of separation to find a moment to breathe, like by taking a walk,” said Pitocco.

Many of the panelists admitted this was difficult for them as it might feel counterproductive to completing an already overloaded day.

“I would say that with all of this change happening, the thing I had to change was self-care,” said Smith. “It has to be intentional. Things that were just for me that I could enjoy and allowed me space to be by myself.”

One particularly concerning part of the <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace">McKinsey Report</a>, McCoy pointed out, warns that the COVID-19 crisis could set women back half a decade if companies aren’t addressing the likely underlying causes of stress and burnout.

It’s something that Pitocco says she takes very seriously. As a VP, she believes it has to start with leaders acknowledging that employees may want to follow through with their professional trajectory, but at this moment in time would be doing so at the risk of their mental and emotional wellbeing.

“I had a situation recently where I’m integrating two teams, I have the solution engineering and architect team … and with integration efforts underway, I launched a field advisory council. We sent out the call, ‘Hey, we need some volunteers to do this. It’s a stretch assignment. It’s a good opportunity to give visibility.’ And I hate to report that I didn’t have any women volunteer.”

Pitocco says she was immediately concerned. As a VP with two teenage sons in remote school under the same roof, she knew that the burnout she experienced was being felt by her female reports. Announcing a council of all men was foreboding of the risks at play in this new normal.

“I did not go back and ask them directly because I didn’t want to exert that pressure, but I checked on them,” she explained. “Every now and then I’ll just send an email or a call to one of the women on the team … just so they know that they have support and I can’t expect more from them right now because, honestly, maybe they just don’t have it to give.”

It’s a tactic that Debby Roseman, a Senior Planning Manager in Customer Care, said can make all the difference in how many women wind up leaving their jobs. It's an example of how women business leaders, many of them working mothers, <a rel="noreferrer noopener" href="https://www.fastcompany.com/90581275/why-flexibility-may-be-the-least-helpful-thing-a-company-could-offer-a-working-parent-right-now" target="_blank">are leading the way</a> by recognizing there is no true "return to work" for women whose children are still at home. As someone who also cares for her two special needs children and octogenarian parents, Roseman says burnout is always at the doorstep.

“I’m going to be really honest,” said Roseman, “there are times when I’m just like, ‘I don't want to get out of bed today.’ I just want to stay there … but on my team I know when one person doesn’t have the strength, there are other people filling in to kind of lift them up. So, when you’re talking about reaching out to your teammates, the women on your team who might be struggling, there is nothing more important that a leader can do than to provide that understanding and the space needed and the resources needed in that moment.” 

It’s an observation supported by the hundred-plus comments that flooded the chatbox during the panel discussion, many of which pinpointed a need for support systems women say are necessary in order to navigate a difficult new normal without putting their professional roles on the back-burner.

“I am a single mother working from home with two elementary students working virtually and really struggling with the blur of work and life.”

“I am the only woman on my team, and sometimes I also feel a sense of guilt because I am the only one on my team that is obviously experiencing ‘burn out.’”

“I am so grateful for these panelists. I literally felt alone.”

“I’ve been in this meeting for like 10 minutes and I’m getting teared up.”

“Thank you all for your transparency. It helps us to know that we are not alone.”

Last year T-Mobile signed a groundbreaking, multi-year, $25 million investment and partnership with civil rights organizations to deepen its diversity, equity and inclusion efforts in every aspect of its business. As part of the agreement, T-Mobile formed an external Diversity and Inclusion Council comprised of business and civil rights leaders to advise the company in their DE&I efforts. Of the more than 80,000 employees at the post-merger T-Mobile, 30,000 participate in the company’s DE&I Employee Resource Groups which focus on building inclusive and allied spaces for all employees.

And the company’s inclusion efforts are charting a path forward with panel events like this one.

“Knowing we are not alone in how we feel can be cathartic and, in this case, opened the door to supporting each other by sharing tips and strategies beyond the hour-long virtual panel and onto Slack,” said Pitocco after the event. “I hope we will continue the conversation. Sometimes lending an ear can make all the difference.”

By actively exploring ways to open up the dialogue towards understanding differences, a clearer light is shined on the ways T-Mobile says it can support people experiencing a disproportionally negative affect from this pandemic. In fact, 24 percent of the company’s Women & Allies Network are men. Take a closer look at that chatbox for the event and you’ll find them reacting as well.

“Thanks for letting me listen. I learned a lot today.”

“It’s so beneficial for me to hear and learn from everyone’s perspectives. Helps me be the best support for an equitable and inclusive environment. Thank you to this entire panel for sharing your experiences and stories. This has been so valuable.”

“I’ve learned so much from listening to this discussion!”

“This is so powerful, thank you!”

McCoy says though the realities of how this pandemic is affecting people differently based on their unique backgrounds can feel insurmountable, there are lessons to be learned here on <a rel="noreferrer noopener" href="https://nam02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fdocs.google.com%2Fdocument%2Fd%2F1KoQIrlePawyi12-vfzTy_vC6017AIsxfU6yYl_G4jB4%2Fedit%3Fusp%3Dsharing&data=04%7C01%7CShawna.Ryan16%40t-mobile.com%7Cd0885d7c5e824932544608d88b8072d7%7Cbe0f980bdd994b19bd7bbc71a09b026c%7C0%7C0%7C637412731084256408%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=IlFDTRG%2FqbZ46Gz5faKrmQ0nqDVoiPHdn6%2B7hPeE42w%3D&reserved=0" target="_blank">h</a><a href="https://maxiemccoy.com/2020/12/4-lessons-for-how-to-keep-going-tmobile-downshifting/" target="_blank" rel="noreferrer noopener">ow to keep going</a> in the face of these obstacles. While the pandemic has exposed a weakness in this country concerning how we support women — especially caretakers — it’s companies like T-Mobile that are taking intentional actions to open the dialogues to expose and then address those inequities that are setting themselves apart from the pack. By shedding light on those differences for others to learn how they can be better allies helps remove the stigma felt by those who are hiding their burnout — a burnout they can’t solve alone.

“Intentional employers are filling the void as best they can,” said McCoy after the event. “Ones who see their employees as more than employees — as humans — and have made the choice at every turn to open up hard conversations, provide resources and see these challenges for what they are: really, really, really, challenging."

T-Mobile’s new “Intersections” speaker series is a program created by the company’s Women’s & Allies Network (WAN) as part of its latest renewed Diversity, Equity and Inclusion efforts after its merger with Sprint earlier this year. The purpose of the event was to explore how employees’ identities (and current realities) shape their experiences at work. The premiere topic, “Women and Working from Home: How to Prevent Downshifting,” clearly struck a chord with the audience.

Women and Working from Home: How To Prevent Downshifting | T-Mobile Newsroom

Women and Working from Home: How To Prevent Downshifting

Shawna Ryan

T-Mobile’s new “Intersections” speaker series is a program created by the company’s Women’s &amp; Allies Network (WAN) as part of its latest renewed Diversity, Equity and Inclusion efforts after its merger with Sprint earlier this year. The purpose of the event was to explore how employees’ identities (and current realities) shape their experiences at work. The premiere topic, “Women and Working from Home: How to Prevent Downshifting,” clearly struck a chord with the audience.

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https://www.t-mobile.com/news/community/women-and-working-from-home-how-to-prevent-downshifting

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As Veterans & Military Families Month comes to a close, a new T-Mobile employee shares her experience being married to the military, and how she found a support system inside the company.

Last year, I got married in a library three weeks after I got engaged. Before you think this was a choice to be eclectic and hip, let me explain.

My husband is an active-duty Special Operations soldier in the Army. Planning the big wedding we wanted around his shifting responsibilities of team training and permanent change of station (PCS) date was impossible. We tried again for this coming summer — hoped, really — but found out he would be deployed through the following fall.

We have been together since graduating college in 2017. I supported him when he enlisted in the military and embarked on the daunting journey of basic training, followed by an extensive two-year training course, the first year of which we were only able to speak sixteen weeks out of the twelve months.

I’ve learned that many partners who have married into the military endure challenges that may be hard for other spouses to relate to. My husband’s commanders recommended he not get into a serious relationship when entering his training course — oops, he was a little too late! — due to the time commitment and lack of communication, but no one can truly prepare you as the spouse for the obstacles that will become normalized in your everyday life at home.

It’s why many people often say, “Military spouses serve too!” In almost every practical sense, I’ve committed myself to the military life as well.

My husband is away right now, in fact, and I’m not allowed to know the details of what he’s doing because it’s confidential. Our first anniversary is this month, and we won’t be able to spend that milestone moment together.

My biggest worry when entering a military relationship was that I was no longer going to be able to keep my independence, especially career-wise. I worked so hard to earn my master’s degree and chase my own career goals, but with the military, you never know where you are going to end up. My husband is set to be stationed every four to five years, and that could be anywhere.

According to the <a href="https://www.defense.gov/Newsroom/Releases/Release/Article/2091431/dod-releases-military-spouse-licensure-report/#:~:text=Military%20spouses%20face%20a%2024%25%20unemployment%20rate%2C%20much,in%20large%20part%20by%20the%20mobile%20military%20life.">U.S. Department of Defense</a>, military spouses have faced an unemployment rate of 24%, much higher than the general population, due to the many obstacles of constantly relocating a career. Add in COVID-19, and that number continues to rise.

We recently relocated from the East Coast to Washington state for my husband’s first post, and I quickly learned that employers are wary of hiring someone who isn’t “local” or “reliable” and some military spouses recommended I not disclose my husband’s occupation. But something changed when I happened to find a job opening with T-Mobile and applied. Instead of skepticism, I was greeted with gratitude and a willingness to accommodate remote working. Thankfully, I got the gig and even received an email from our CEO Mike Sievert thanking my husband and me for our service.

During my application process, I found out that T-Mobile pledged to hire over 10,000 veterans and military spouses by 2023, offering excellent benefits made specifically for the military, plus child-care assistance and health care.

I was lucky to find such an accommodating employer and colleagues, but I also learned that the <a href="https://www.t-mobile.com/responsibility/community/military?icid=MGPO_TMO_U_20MILAPRMO_705AZU6Z07OZUXK8K20563">T-Mobile Military & Diversity Sourcing team</a> accelerates military hiring efforts and provides additional support, going above and beyond to steer veterans and spouses in the right direction when looking for their next career moves. T-Mobile is also engaged in over 100 military communities across the country, and before COVID, attended more than 100 hiring events nationwide each year.

Keeping up with the changes in the world and adjusting to our current virtual reality, T-Mobile partnered with <a href="https://www.hiringourheroes.org/">Hiring Our Heroes</a> (HOH), which finds meaningful employment opportunities for service members, as well as the <a href="https://www.hiringourheroes.org/military-spouses/amplify-military-spouse-career-intensives/">AMPLIFY</a> military spouse hiring program. HOH also provides a platform for military spouses to connect nationally through the <a href="https://www.hiringourheroes.org/military-spouse-professional-network/">Military Spouse Employment Network.</a>

Other partnerships include the <a href="https://www.usa.gov/federal-agencies/u-s-department-of-veterans-affairs">U.S. Department of Veteran Affairs</a>, to enable real-time healthcare via a video chat, and <a href="https://fourblock.org/">Four Block Online</a> to provide service members and spouses online access to career readiness programs.

On my first day at the company, I was added to the Slack channel “Veterans & Allies Network,” which is a community of over 12,000 T-Mobile employees who seek to increase awareness around veteran culture and encourage veterans and spouses to lend their perspectives.

It’s been almost four years since we became part of the military, one year that we’ve been married, nine months since we arrived in Washington and forty days since he’s been away on his latest assignment.

Are there difficult days when I wish that my husband was home safe and focused on our family consistently? Of course. But it is also an amazing feeling to know that my husband is working with his unit, training with allied countries to help those in need around the world. Both of these things can be true and coexist in my life.

And when I need someone to lean on while my husband is away, I know that I have my new and ever-growing military spouse community and allies at work. That’s a first anniversary gift I never could have imagined.

The T-Mobile Military & Diversity Sourcing team accelerates military hiring efforts and provides additional support, going above and beyond to steer veterans and spouses in the right direction when looking for their next career moves. T-Mobile is also engaged in over 100 military communities across the country, and before COVID, attended more than 100 hiring events nationwide each year.

Navigating Life as a New Military Spouse | T-Mobile Newsroom

Navigating Life as a New Military Spouse

JasonAdams

The T-Mobile Military &amp; Diversity Sourcing team accelerates military hiring efforts and provides additional support, going above and beyond to steer veterans and spouses in the right direction when looking for their next career moves. T-Mobile is also engaged in over 100 military communities across the country, and before COVID, attended more than 100 hiring events nationwide each year.

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What’s the news: In coordination with Nevada Attorney General Aaron D. Ford and his office, T-Mobile has launched its new Apprenticeship Program. The Un-carrier has hired its first 10 participants for roles on the Care team at its Las Vegas Customer Experience Center and virtually on the Technology team—and is already making plans to expand the program into more states and areas within the company.

Why it matters: T-Mobile’s Apprenticeship Program is creating amazing career opportunities for diverse talent to learn new skills through hands-on experiences. Participants earn while they learn, gain skills and experience that open up amazing career opportunities and get access to the Un-carrier’s world class benefits.

Who it’s for: Anyone with a passion to learn new skills and be a part of the Un-carrier’s workforce of the future.

Bellevue, Wash. — November 19, 2020 — Today, T-Mobile announced that it has successfully launched its new six-year Apprenticeship Program in the state of Nevada. Created in coordination with the Nevada Attorney General's Office and the Nevada Governor's Office of Workforce Innovation and the Nevada State Apprenticeship Council, the program has already filled ten paid apprenticeship roles on its Care and Technology teams, including seven at its Customer Experience Center in Las Vegas. By the fourth year of the program, T-Mobile will select 15 apprentices annually for Nevada-based opportunities and intends to use the Nevada program as a model to expand the apprenticeship program in other states as it builds a workforce that is best positioned to serve consumers and expand the company’s leadership in the 5G era.

The apprenticeship program, an example of the real benefits T-Mobile’s merger with Sprint has created for consumers across the country, resulted from discussions with Attorney General Ford, and his Nevada Bureau of Consumer Protection. For 12 months, T-Mobile apprentices learn new skills through 144 hours of hands-on experience, performing important work at T-Mobile in highly skilled roles. The apprentices receive nationally recognized training and classroom instruction credentialed through the U.S. Department of Labor, and partner with mentors and receive step-by-step coaching from their manager.

“T-Mobile has always made it a priority to grow and develop a diverse workforce because there are tremendous benefits all around! This new Apprenticeship Program that we’re kicking off in Nevada will be the model for our future nationwide program, creating meaningful opportunities for diverse talent who will play a critical role in driving our Un-carrier success,” said Deeanne King, T-Mobile’s Chief Human Resources Officer. “Nevadans have everything we’re looking for to kick off this program - diverse backgrounds and perspectives, a passion for creating a great customer experience, and an eagerness to learn new skills. We thank Attorney General Ford and his team for their leadership, and we’re excited to see the positive outcomes from this program!”

“I couldn’t be prouder of the efforts of my office that have resulted in opportunities for Nevadans and other states around the country to obtain jobs and learn valuable skills through a structured apprenticeship program,” said Attorney General Aaron D. Ford. “T-Mobile has demonstrated a commitment to Nevada consumers that extends beyond just lower prices for products and services. When my office presented the idea of an apprenticeship program, T-Mobile embraced the opportunity and I am pleased to see its early and long-term success.”

T-Mobile Apprentices join a company that has consistently been featured on national, regional and state “Best Place to Work” lists year after year—more than 70 national and local workplace awards in 2019, including recognition as a great employer for parents, diversity, women, Hispanics, LGBTQ and more. In addition to great pay, T-Mobile employees are eligible to receive the company’s outstanding benefits, including health coverage, college tuition assistance, a childcare subsidy benefit, paid parental leave and adoption/surrogacy benefits. They will also have opportunities for career development and management preparation.

Find out more about T-Mobile’s career opportunities on the T-Mobile Careers <a href="https://www.t-mobile.com/careers">site</a>.

About T-Mobile T-Mobile U.S. Inc. (NASDAQ: TMUS) is America’s supercharged Un-carrier, delivering an advanced 4G LTE and transformative nationwide 5G network that will offer reliable connectivity for all. T-Mobile’s customers benefit from its unmatched combination of value and quality, unwavering obsession with offering them the best possible service experience and undisputable drive for disruption that creates competition and innovation in wireless and beyond. Based in Bellevue, Wash., T-Mobile provides services through its subsidiaries and operates its flagship brands, T-Mobile, Metro by T-Mobile and Sprint. For more information please visit: <a href="https://cts.businesswire.com/ct/CT?id=smartlink&url=http%3A%2F%2Fwww.t-mobile.com%2F&esheet=52321646&newsitemid=20201106005342&lan=en-US&anchor=http%3A%2F%2Fwww.t-mobile.com&index=7&md5=69f49b59c279f5e231e1966f993f5cda">https://www.t-mobile.com</a>.

In coordination with Nevada Attorney General Aaron D. Ford and his office, T-Mobile has launched its new Apprenticeship Program.

T-Mobile Rolls Out Apprenticeship Program Offering Industry-Leading Career Opportunities to Nevadans–and Beyond | T-Mobile Newsroom

T-Mobile Rolls Out Apprenticeship Program Offering Industry-Leading Career Opportunities to Nevadans–and Beyond

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As National Disability Employment Awareness Month draws to a close, I want to talk about how important it is to acknowledge and celebrate — all year long — the countless contributions of America’s workers with disabilities. And with a son who was physically impacted a few years ago by a severe skiing accident, along with a cousin who is Deaf, I have a personal connection to disability. Through them and others, I recognize the challenges that exist for these individuals and the incredible value that they can add to any company’s team.

I read a really compelling stat that underscored how untapped the disabled workforce is: If just 1 percent of the <a href="https://www.accenture.com/_acnmedia/PDF-89/Accenture-Disability-Inclusion-Research-Report.pdf#zoom=50">10.7 million working-age people with disabilities in the U.S.</a> who are available to join the workforce started jobs, the influx would boost America’s GDP by a massive $25 billion! Here’s why: Disability drives innovation.

Think about it. People with disabilities conquer hurdles every day that other folks might never consider. They navigate a world that isn’t necessarily built for them, and they do so by applying a combination of creativity, agility, resilience, perseverance and willingness to experiment. That makes them natural, intuitive innovators who companies like Microsoft, IBM, Salesforce, Dell and many others have attracted through dedicated “ability hiring” initiatives. In fact, companies that qualify as “champions” on the <a href="https://nam02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fdisabilityin.org%2Fwhat-we-do%2Fdisability-equality-index%2F2020companies%2F&data=04%7C01%7CJonathan.Zwickel1%40T-Mobile.com%7C15a4c4c59669456da10708d87170db81%7Cbe0f980bdd994b19bd7bbc71a09b026c%7C0%7C0%7C637384076822331550%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=0PoxnXmSfpkbcpE23GsWDNC59ZFKMJxB0nwb4HkpzWI%3D&reserved=0">Disability Equality Index</a> — meaning they are committed to strengthening the bridge between business and the disability communities — achieved on average 28% higher revenue over a four-year period, double the net income and 30% higher economic profit margins.

T-Mobile is one of those Diversity, Equity and Inclusion champions because we encourage our employees to bring their unique differences to work every day. And, by the way, this makes good business sense. Those differences make us collectively smarter, stronger and more customer-centric. As persons with disabilities are <a href="https://nam02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.dol.gov%2Fagencies%2Fodep%2Fpublications%2Fstatistics&data=04%7C01%7CJonathan.Zwickel1%40T-Mobile.com%7C15a4c4c59669456da10708d87170db81%7Cbe0f980bdd994b19bd7bbc71a09b026c%7C0%7C0%7C637384076822321598%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=hLbnxPNB8s2POmoRpfHFMs4LTe3HO7aW1XlUvxb1ck8%3D&reserved=0">the third-largest market segment</a> in the U.S. after Hispanics and African Americans, we need to have a workforce that understands, reflects and support their needs. This is where our amazing group of 11,000 employees who are part of our <a href="https://www.t-mobile.com/careers/culture-and-benefits/diversity">Accessibility Community at T-Mobile, or ACT</a>, comes in. These employees — some with disabilities, others who are friends, family or allies of those with disabilities — remind us of the doors that open when we’re inclusive.

This is foundational to our culture at T-Mobile, just as it was at Sprint for many, many years. In fact, this year Sprint Accessibility, a team that develops, markets and distributes communication products and services for customers who are Deaf, DeafBlind (Deaf and Blind), have hearing or vision loss or cognitive, speech or mobility disabilities, celebrated its 30-year anniversary! Impressive, especially when you consider that the Americans with Disabilities Act — the landmark decision that mandated that states provide reasonable services and accommodations for people with disabilities — is the same age.

Many employees of what is now the <a href="https://www.t-mobile.com/responsibility/consumer-info/accessibility-policy">T-Mobile Accessibility</a> team following our merger are themselves people with disabilities — employees like Ken Arcia, a customer relations manager for T-Mobile. Ken, who is Deaf/Hard of Hearing, provides accessibility solutions to customers and state agencies in Arizona, Nevada and North Dakota. He also showcases T-Mobile’s products for those who are Deaf/Hard of Hearing at trade shows around the country. And Hannah Defelice, a Blind/Low-Vision customer relationship manager who herself is DeafBlind. They are proud to share their stories with the wider world, Ken as a frequent guest speaker at schools and colleges and Hannah as a paratriathlete.

Both use T-Mobile accessibility products and services like <a href="https://www.sprintrelay.com/iprelay">IP Relay</a> and <a href="https://sprintcaptel.com/">CapTel</a> for work and personal communication. And they achieve meaningful connections with their colleagues and customers in the disabled community simply by being who they are, true assets to our company culture and our business. As Ken likes to point out, SMS messaging, aka texting, was originally developed for the Deaf/Hard of Hearing community. How’s that for an accessibility innovation that the entire world has embraced?!

Yet there is still so much more we can do to be better. To further our inclusive hiring and work-culture practices, our recently-announced <a href="https://www.t-mobile.com/news/community/meet-the-civil-rights-leaders-joining-t-mobiles-external-diversity-and-inclusion-council">External Diversity and Inclusion Council</a> is helping us align to best practices that support diverse employees and customers. And our internal Diversity Recruiting Team is expanding T-Mobile’s partnership with the experts at Disability:IN by joining their <a href="https://disabilityin.org/what-we-do/inclusion-works/">Inclusion Works</a> program, which provides us with customized consulting to expand our culture of inclusion and develop a sustainable recruitment strategy.

In addition to our many efforts at T-Mobile to champion disability inclusion, we won’t stop listening, learning and growing. I’ve discovered that expressing our individuality is what connects us with others. Let’s ensure we’re creating company cultures that value the kind of unique perspectives that broaden opportunities not only in our workplaces, but also our world.

People with disabilities conquer hurdles every day that other folks might never consider. They navigate a world that isn’t necessarily built for them, and they do so by applying a combination of creativity, agility, resilience, perseverance and willingness to experiment.

Diversity Equals Innovation | T-Mobile Newsroom

Diversity Equals Innovation

Jonathan Zwickel

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From September 15 to October 15, T-Mobile observed Hispanic Heritage Month with a host of virtual celebrations, panel talks and educational events. It all culminated last week with a blockbuster Talking with Trailblazers, the company’s ongoing internal guest-speaker series, with multi-hyphenate actor-activist-philanthropist Rosario Dawson, who joined from her New Jersey home to speak with EVP and Chief Human Resources Officer Deeanne King with a few thousand employees in attendance.

Dawson is best-known for portraying hard-nosed heroes in action movies like Men in Black, Sin City and Zombieland: Double Tap, but she’s also been a staunch supporter of youth and minority equity for years. She’s the co-founder of <a href="https://votolatino.org/">Voto Latino,</a> a T-Mobile partner organization that encourages voting within the Latinx community, and serves on the board of <a href="https://www.vday.org/">V-Day,</a> an anti-violence nonprofit. She advocates for neighborhood social services with the <a href="https://www.girlsclub.org/">Lower East Side Girls Club</a> in Manhattan.

In a far-reaching conversation, Dawson spoke about the importance of both being informed of the past and engaged in the future, as well as her own journey being of Latinx mixed-race heritage. Here are five key takeaways.

Knowing about our diverse history makes us stronger as individuals and as a nation. “It’s so remarkable to me to think about all of the people that had to exist and survive and get through all the different histories that I’ve learned about to create my journey and make it possible for me to be here. We’re doomed to repeat the mistakes of the past if we don’t learn from them. There’s incredible pride and beauty that can be sourced in history, and you can be inspired by looking to the past.

“We don’t get raised with that enough, especially as women. We’ve been written out of so much of history. I recently did <a href="https://www.nps.gov/subjects/womenshistory/and-nothing-less-podcast.htm">a podcast on the suffrage movement</a> and from whatever I was taught about it, you’d think that no Native women were part of it. Meanwhile, the <a href="https://www.pbs.org/native-america/blogs/native-voices/how-the-iroquois-great-law-of-peace-shaped-us-democracy/#:~:text=The%20di%EF%AC%80ering%20duties%20assigned%20to,and%20separate%20power%20in%20government.">Haudenosaunee tribe</a> was the reason we have our three branches of government, and those women had been voting within their tribal government for years. And all of the women of color who came together to help march and to establish that 19th Amendment were robbed of the ability of exercising their vote for decades later. I’m always excited and grateful to source that history to better inform my present and my future decisions.”

But when it comes to voting, it’s also important we are living in the moment. “With Voto Latino, which we created in 2004, we’ve really been able to meet the moment, which has been really powerful and very exciting — seeing Latinos become the largest minority population in the country and going, ‘This is going to be really, really important and will continue to be really important for a very long time.’The discrimination and the issues that we face, everything from what’s happening on our borders right now to Latinos often being the first ones to get hurt on the job and the last ones to get compensated, shows we have a long way to go to have our voices be heard and considered in policymaking.”

The first step to gaining political voice is to make yourself a participant. “A lot of people feel like they’re not even considered in the entire political process and don’t see themselves in it. That’s one of the things that really needs to be passed down: For folks to vote, you need to have it be a big part of your identity. You need to be a ‘voter.’ That’s why we talk so much about making a plan to vote — because if you don’t make a plan to do it, you’re more than likely not going to. This happens with almost anything that you put on your goal list. If you don’t actually put it in there and prioritize it and make a date with it, and be committed, then it’s easy for life to sweep you up.

“The folks who were creating our country, they were young, a lot of them. We forget that history looking at Civil Rights movements and other spaces where young people are the leaders. For some reason, the activism will be there but not necessarily the follow-up with voting. We’re trying to connect the dots better and seeing a surge of interest, because for young people in the Latin community, it’s about the issues. It’s not necessarily about the political party and it’s not necessarily about the political candidate. It’s about the economy, it’s about climate change, it’s about healthcare. Those are the kinds of people we want voting because they’re concerned with real-life, present-day issues and their life experience is what informs them.

“It doesn’t matter if you only have a high school degree, it doesn’t matter if you’d be the first person in your family voting. Because when I talk to you, I hear about what you’re going through in your day-to-day, and your concerns, and your love for your family and your community. Those values need to be injected into our political process, and we’re making sure to let people know that they’re wanted, needed, necessary and vital.”

Always recognize the humanity in people — especially when you disagree with them. “I’ve played a lot of different kinds of characters — everything from the girlfriend role to a drug addict and stripper like in <a href="https://www.youtube.com/watch?v=XQfKbGBjorE">Rent.</a> What I’ve always tried to do, even when I played more stereotypical-type roles, is bring as much humanity to them as possible. With stereotypes, we create people as a monolith and that’s wrong. Even when we’re talking about how many people have passed from COVID, it just becomes this number. We forget that those are real people and families, and whole communities that are being devastated. I think the problem with stereotypes is that they dehumanize people and we always have to check in with ourselves.

“I read a really great book about this called <a href="https://www.penguinrandomhouse.com/books/646550/the-anatomy-of-peace-by-the-arbinger-institute/">The Anatomy of Peace.</a> It asks, are we treating people as objects or are we treating them as human beings? Because we can be at war with people, we can be fighting and in complete disagreement, but are you doing it with dignity and respect? You might vehemently disagree with this person, but you’re not going to shame them. You’re not going to put them down. You’re not going to degrade them. You’re not going to be abusive towards them. Because you still see their humanity and you recognize it even if you're in conflict. I think that’s something we’ve lost. We immediately just make someone other, and other is not worthy of respect or kindness or care or love. And that is just wrong.”

Change begins when you engage on a local — and personal — level. “You can laugh through your tears and be engaged in the voting process and know that if you figure it out locally, then you’re doing your part. Just as doing your self-care helps you to better show up in your family and your friendships and at your work, it’s the same thing if you engage in your community. What’s going on at the local library? What’s happening with the school mentorship program? There are so many issues going around with food scarcity because people are choosing right now between paying their rent or having some food on the table. With all these kids learning online, do they have the resources that they need and the proper WiFi? Do they have the computer technology?From homelessness to mental health, people are really struggling in a lot of ways. Any and every little bit of help or kindness that you can offer could be helping them."

The actress and Voto Latino co-founder joined T-Mobile for its Talking with Trailblazers guest-speaker series in honor of Hispanic Heritage Month

Rosario Dawson speaks about the importance of both being informed of the past and engaged in the future, as well as her own journey being of Latinx mixed-race heritage.

Trailblazer Takeaways: Rosario Dawson on the Importance of “Making a Plan to Vote” | T-Mobile Newsroom

Trailblazer Takeaways: Rosario Dawson on the Importance of “Making a Plan to Vote”

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T-Mobile’s External Diversity and Inclusion Council members say celebrating Hispanic Heritage Month on a companywide level is the right way to honor Latinx employees — past, present and future.

“Most people know about the Latino population in terms of statistics,” says T-Mobile External Diversity and Inclusion Council member Gilbert Casellas. “There are 58 million of us, with a GDP that’s equivalent to $2.3 trillion, and if we were a separate country we would be the eighth largest country in the world. Fortunately, we’re part of this great country and making it even greater.”

As a way to highlight Hispanic Heritage Month, which runs from September 15 to October 15, T-Mobile announced it is honoring its Hispanic employees and customers through community giving, events and dialogues that promote Hispanic voices under the central theme of Orgullosos de Nuestro Pasado. Enfrentando el Presente. Impactando el Futuro. — Proud of our Past. Facing the Present. Impacting the Future.

Impacting the future is the keen focus of the company’s <a href="https://www.t-mobile.com/news/community/meet-the-civil-rights-leaders-joining-t-mobiles-external-diversity-and-inclusion-council">External D&I Council</a>, as their work to advise T-Mobile on its DE&I initiatives now begins.

Casellas, former chairman of the Equal Employment Opportunity Commission (EEOC), has put that belief into action with his extensive legal and policy experience as a diversity, equity and inclusion advisor to several major corporations, governmental commissions and universities. He says Hispanic Heritage Month is a reminder to everyone the multifaceted role the Latinx population plays in the success of the country.

“Bring your whole selves to work,” urges Casellas. “Let your voices be heard. As our country and its institutions and businesses become increasingly more diverse, I believe we as Latinos will have a greater role in driving that success.”

For its part, T-Mobile has been recognized as a Best Employer for Latinos in the Nation by Latino Leaders Magazine and named 2018 Corporation of the Year by the U.S. Hispanic Chamber of Commerce. Throughout this year’s Hispanic Heritage Month, the company’s over 55 Diversity, Equity and Inclusion Chapters across the country gave their members an opportunity to learn and have meaningful conversations with virtual panel discussions, cultural exchanges and guest speakers that explored the topics of culture, history, representation and equity.

Listening to these voices serves as motivation for fellow council member Sindy Benavides, the Chief Executive Officer of <a href="https://lulac.org/" target="_blank" rel="noreferrer noopener">LULAC</a>. She says working with T-Mobile’s External D&I Council creates a gold standard for all companies when it comes to engaging their Latinx employees and is a way for her to pay homage to those who came before her.

“Hispanic Heritage Month is a special month to celebrate and honor our ancestors, especially for their mission, their courage, their sacrifice and their love,” says Benavides. “I hope that through the work I do every single day at the League of United Latin America Citizens, the oldest and largest national Latino civil rights organization in the country, that I honor their legacy, their sacrificio , because they gave everything for me.”

Both Casellas and Benavides say they are encouraged as they think about the Hispanic community’s impact at T-Mobile and in the U.S. 

“We have a proud legacy and our future is bright,” says Casellas.

T-Mobile has honored that legacy this Hispanic Heritage Month with donations to organizations that  provide resources for a bright future, including a $10,000 donation to the Latino Community Fund as part of the company’s Community Spotlight program with the Seattle Mariners and by doubling employee donations to <a href="http://www.elcentrodelaraza.org/">El Centro de la Raza</a>, an educational, cultural and social service agency that provides support centering around the Latinx community but not excluding others in need.

“We know that in 2050 we will be 130 million Latinos strong,” says Benavides. “My hope is we as a community understand our power, understand our heritage and understand we come from a united, strong, courageous community with leaders that make up who we are today.”

As a way to highlight Hispanic Heritage Month, which runs from September 15 to October 15, T-Mobile announced it is honoring its Hispanic employees and customers through community giving, events and dialogues that promote Hispanic voices under the central theme of Orgullosos de Nuestro Pasado. Enfrentando el Presente. Impactando el Futuro. — Proud of our Past. Facing the Present. Impacting the Future.

&quot;We Have a Proud Legacy and Our Future Is Bright!&quot; | T-Mobile Newsroom

&#8220;We Have a Proud Legacy and Our Future Is Bright!&#8221;

AlexandraFidler

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Elaine Welteroth, former editor-in-chief at Teen Vogue, spoke to T-Mobile employees, offering a simple directive: leave roadmaps to help women follow the trails you’ve blazed.

“There was a whole new blueprint that I was going to be sort of writing for myself as I went along the way, and there were not a lot of role models or blueprints that I could refer to throughout my journey,” Elaine Welteroth reminisced while speaking virtually to some 5,200 employees logged in to T-Mobile’s fourth annual Women’s Summit, which recently took place. “I just remember how important it felt to connect with another black woman leader.”

Welteroth found her way to become the youngest editor-in-chief at a Conde Nast publication when she took the helm of <a href="https://www.teenvogue.com/">Teen Vogue</a> in 2017, as chronicled in her 2019 best-selling memoir More Than Enough: Claiming Space for Who You Are — but she said finding a mentor who looked like her and shared similar experiences in her career journey was one of the biggest challenges she faced. And as someone who identifies with the Shonda Rhimes-coined acronym F.O.D. (First. Only. Different.), she feels a responsibility to ensure the advice of a mentor who has been there before isn’t so elusive for those next in line.

“I thought, ‘We are doing a disservice to the next generation,’” she continued. “The goal is to be the first but not the last. The responsibility that comes with being a F.O.D. is to create more space for other folks who might not have an opportunity had it not been for you being there.” The summit, hosted by the Women & Allies Network, one of six Employee Resource Groups focused on the company’s <a href="https://www.t-mobile.com/news/community/building-a-long-lasting-and-impactful-diversity-equity-and-inclusion-plan">Diversity, Equality and Inclusion initiatives</a>, was held on Women’s Equality day, which this year marked 100 years since the 19th Amendment gave women the right to vote — even if that right was not immediately available to all women due to discriminatory local laws. The summit tackled subjects focused on understanding the meaning and importance of allyship, intersectionality and inclusionist thinking. The session with Welteroth also included T-Mobile’s Jon Freier, EVP of Consumer Markets, and was moderated by Women & Allies Network Co-Chair Lauren Hayes, Director of Signature Retail Consumer Markets for the company. “We need to be sharing our stories, our tools, in order to empower each other and feel less alone,” Welteroth said definitively when asked what’s next in the journey towards women’s equality. “I thought if I’m going to be held up as a trailblazer for being first then I have work to do beyond the scope of my job description. I have to make sure the work I’m doing lays the groundwork, paves a trail, but also leaves signposts along the way that make it less daunting, less alienating, less confusing and less disempowering for the next young black woman leader who comes behind me.”   But while Welteroth remarked on the importance of recognizing and leveraging women who identify with her experiences as a black female professional in white corporate America as key, she didn’t discount the power that comes along with inviting others without these shared stories and experiences into the dialogue. Her conversations were once relegated to a privately shared understanding, but Welteroth said the next necessary step towards change involves the uncloaking of these truths for public discussion.

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“My coping mechanism throughout my career in media has been to find my tribe, find people who can relate to these experiences of micro-aggression and … what it means to be the only one like you in a room in a corporate environment. We have our off-line chats and we have our group chats … and we support and we hear each other … but I think now there is an opening in the matrix,” said Welteroth. “There is an opportunity for all of us to be a part of these conversations because Black people, women, whatever the marginalized group is, we cannot fix these problems on our own. We need to be working in concert with the majority and the folks in power to actually create the change that we all want to see.”

Armed with a newly created blueprint and ample signage to place along the way, Welteroth made it clear that she is determined to ensure her journey is a key part of that change.

Gold medal gymnast Aly Raisman also presented as one of T-Mobile’s Women’s Summit guest speakers. <a rel="noreferrer noopener" href="https://www.t-mobile.com/news/community/gold-medalist-aly-raisman-on-courage-and-self-compassion" target="_blank">Watch her discuss</a> managing anxiety, believing in yourself and finding courage within.

Best-selling author and journalist Elaine Welteroth spoke to T-Mobile employees why being the first Black editor in different, groundbreaking capacities at two Conde Nast publications was a problem, not an accolade.

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Orgullosos de Nuestro Pasado. Enfrentando el Presente. Impactando el Futuro.: T‑Mobile Embraces Past, Present and Future for Hispanic Heritage Month 2020