For the fourth consecutive year,  the Un-carrier received a 100% score from Disability Equality Index, a joint initiative of Disability:IN and the American Association of People with Disabilities. As the Americans with Disabilities Act turns 30, Savyna Roufeh, regional marketing manager and co-chair of T-Mobile’s Access for Disabilities Network, shares what makes T-Mobile a great place to work for disability inclusion.

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We’re celebrating the 30th anniversary of the American Disabilities Act (ADA) this month. Can you talk a bit about how the ADA has helped pave the path toward equity for everyone, regardless of ability? It’s unbelievable to step back and realize the ADA – a civil rights act that prohibits discrimination against people with disabilities – was signed into law only 30 years ago this July. And when you think about all the active conversation around the Black Lives Matter movement, it’s clear we still have a long way to go to truly achieve equity for everyone, regardless of race, sexual orientation or ability. The 30th anniversary of the ADA is a time to celebrate the progress we’ve made towards disability inclusion, but it’s also important that we recognize more work must be done.

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At T-Mobile, we know it’s our diverse and passionate workforce that makes us the best at what we do. In observance of the ADA this year, T-Mobile’s Access for Disabilities Network is putting in the work, sharing resources and educating employees about how they can contribute to a more inclusive and accessible workplace.

Can you tell us more about the mission behind T-Mobile’s Access for Disabilities Network and your role as co-chair? T-Mobile’s Access for Disabilities Network (ADN) is one of the company’s six employee resource groups. With over 11,500 members nationwide, we’re committed to creating a place where each of us can perform to our best ability in a supportive work environment.

I’ve been on the ADN board for the last three years. As vice-chair and now as co-chair of the ADN, I’m a champion for people with intellectual and physical disabilities and an advocate for their inclusion in the workplace and community. Whether it’s standing up for workplace accommodations or raising awareness for disabilities like mental health or autism – ADN is helping make an impact within our community.

My ultimate goal is to “disable the label” and foster a work environment where employees can broaden their understanding and awareness of the many unique talents that people with disabilities have to offer – and it’s been awesome to see that our frontline and employees across the country are just as passionate about accessibility! We’ve had a 20% increase in membership and disability inclusion events across our 55 DE&I chapters has more than doubled in just the last year.  

What do you mean by “Disable the Label?” “Disable the label” is about not being labeled or defined by our disabilities. A big turning point for our network and the company happened this February when we changed the narrative from Autism Awareness Month to Autism Acceptance Month. We focused on educating employees on the social model of disability and shed light on the beauty of neurodiversity inside and outside of T-Mobile.

The ADN strives to “disable the label” by creating an environment that advocates for and supports our employees living with disabilities. That also means fostering a culture where people feel comfortable asking questions and sharing what’s on their minds. It’s through this proactive dialogue that we all learn how to better support each other – while also recognizing each other’s greatest strengths. This, in turn, helps us fuel career growth and opportunities where people can thrive.

You mentioned a huge increase in ADN membership. Who can become a member? All T-Mobile employees are welcome to join the ADN! In a lot of cases, employees reach out to us for support because something happened in their lives – a child or spouse or friend might have received a diagnosis that they know nothing about. But the ADN is creating a space where people find a sense of community, and resources for themselves, their family, friends and even their customers.

We’re also inclusive of employees living with disabilities, caretakers and allies because we want everyone to have the opportunity to broaden their scope of understanding about accessibility. It’s an all-encompassing mission to make sure everyone is educated about accessibility, even if they don’t have a disability. 

Why were you inspired to join the ADN? The ADN was a draw for me when I joined the company four years ago because it aligned so well with my personal life and volunteer work. I grew up with my favorite family member, my cousin Liza, who had Down syndrome and was a Special Olympics athlete. That’s also how I got involved with Special Olympics as a year-round volunteer. My athletes know me as “Coach Savy.” I coach basketball every week in the winter, track and field in the spring and football and softball in the fall – all leading into our state games. And I sit on the events committee where I help fundraise – if I’m not coaching, I’m fundraising.

My personal life is centered around all thing’s disability inclusion. It’s my passion!

What makes T-Mobile a best place to work for disability inclusion? Disability inclusion is about more than just hiring people with disabilities. It’s about creating a culture where employees can bring their full selves to work each and every day. It’s about providing the same opportunities to succeed and grow professionally, regardless of any visible or non-visible disability. Inclusion is about embracing people’s differences and is core to what makes T-Mobile such a great place to work.

“Be You” is our mantra and we really do mean it here. Our inclusive culture comes from the top down and I think leadership truly sees the value that comes from a diverse workforce. It’s even a part of our company values that employees are encouraged to be bold, think big and make a difference. I constantly have moments where my athletes or members of the ADN astonish me with comments about a subject I would have never thought of. It’s this kind of environment where individuals with disabilities can thrive by contributing a different dynamic and perspective, which is why we’re actively recruiting at events sponsored by organizations like the National Wheelchair Basketball Association – to find the best talent!

All these things contributed to T-Mobile’s top score on the Disability Equality Index. It’s a collective win for the company – not just ADN – because it took every employee and every line of business to contribute to an accessible workplace and receive that 100.

What do you want readers to take away from T-Mobile’s top score on the Disability Equality Index? Diversity and inclusion are at the heart of the Un-carrier culture – which is why we embrace the ADA as a victory in the fight for equity for all. And today we celebrate our ongoing efforts to provide a fair and accessible workplace to ALL employees.

To learn more about diversity and inclusion at T-Mobile, visit our <a href="https://www.t-mobile.com/careers/culture-and-benefits/diversity">Careers Page</a>.

T-Mobile Newsroom

Employee Spotlight: What Makes T-Mobile A Best Place to Work For Disability Inclusion | T-Mobile Newsroom

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Employee Spotlight: What Makes T-Mobile A Best Place to Work For Disability Inclusion

We’re celebrating the 30th anniversary of the American Disabilities Act (ADA) this month. Can you talk a bit about how the ADA has helped pave the path toward equity for everyone, regardless of ability?It’s unbelievable to step back and realize the ADA – a civil rights act that prohibits discrimination against people with disabilities – […]

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The bestselling author and director of the Boston University Center for Antiracist Research joined T-Mobile for its Talking with Trailblazers guest-speaker series.

More than 7,000 T-Mobile employees recently tuned in to a livestreamed conversation between EVP of Customer Care Callie Field and Professor <a href="https://www.ibramxkendi.com/about">Ibram X. Kendi</a>, bestselling author of How to Be an Antiracist. The event was a part of T-Mobile’s ongoing <a href="https://www.t-mobile.com/news/trailblazer-takeaways-black-history-month-2020">Talking with Trailblazers</a> series, organized by the Un-Carrier’s Multicultural Alliance in observance of Juneteenth, and it found the two discussing ways that all of us can take part in ending systemic racism.

In addition to authoring numerous award-winning books, the professor of history and international relations is also the director of the <a href="https://www.bu.edu/antiracist-center/">Boston University Center for Antiracist Research</a>.

“You have some who argue that it’s the responsibility of people of color to fix racism, and you have others who argue it’s the responsibility of white people to fix racism,” Professor Kendi said during the talk. “I would argue that it’s the responsibility of people to fix racism. Historically, we’ve had people who have come together from different races who have used their expertise and their abilities to challenge racism. That’s what we need. It’s not the responsibility of any racial group, it’s the responsibility of us all.”

Here are other key takeaways that Professor Kendi offered during this timely and important Talking with Trailblazers event.

How to be an antiracist on an individual level… “How is someone addicted to racism? Well, if you’ve been born and raised to understand the world and relate to people and policy and institutions through a racist prism, you can’t just turn that all off — that’s not the way the mind works. Realizing and admitting one’s racism is a huge step. Just as for someone who is addicted to a substance, it is a huge step to overcome the denial. And so if the heartbeat of racism is denial, then the heartbeat of antiracism is confession, admission, acknowledging. Because that opens the door to treatment. That opens the door to beginning to shed one’s self of the racist idea that one is nurtured in, that gives that person the opportunity to stop supporting racist policymakers and policies and begin supporting antiracist policymakers and policies. It’s a steady, everyday process trying to overcome an addiction.”

And on a company level. “At the heart of my work is providing a vocabulary for people, whether that’s people in a community or people in a company, to not only be able to identify their own racism, but being able to identify the racism persisting within the company or even in the company sector. I think that one of the ways in which a company can facilitate that mission is to define terms. Maybe you replace the current diversity statement, or add to the diversity statement, and in that you would define what a racist idea is, what an antiracist idea is, what a racist and antiracist policy is — literally defining.

“Then you can create a mechanism for what happens when a person expresses a racist idea based on that definition. What’s the process? How should people respond to them? So that everyone has a collective understanding of what’s going to happen when, for example, someone states a racist idea when you’re in a meeting. Maybe the discussion is about recruiting more Black people, and someone says, ‘Well, those Black people are not qualified.’ What’s the process of responding to that person’s racist idea?

“I think that [response] can be systematized. A company is typically based on policies and processes, so you can create a process that everyone is committed to and everyone understands. The person who’s on the receiving end, who just said Black people are not qualified, they’ll see the company policy. That’s absolutely critical, because what oftentimes happens now is it’s individuals on individuals, as opposed to a person feeling they have the backing of the actual policy and the values of the company.”

“Microaggression” is not actually the right word for what people are experiencing. “The way Black people and other groups that are subjected to microaggressions experience it is not as merely a small aggression. Their experience is more related to abuse. And so that’s why I call it racist abuse. And we should not think about these instances in isolation, because people don’t experience them in isolation.

“If I walk out of my home right now and I start walking down the street and an older white woman grabs her purse and crosses the street, and then I get to the next street and a police officer harasses me and says I fit the description [of a suspect], and then I walk into a store and I’m followed by a clerk, I’m not just thinking about each of these individual instances, I’m thinking about them in their aggregate. And I’m going to have an emotional response that is more indicative of somebody being abused than simply an aggression. And I think that’s why I like to call it racist abuse rather than microaggression.”

Empathy is key. “I think one of the critical aspects of being antiracist is to step outside of yourself. I recently wrote an essay entitled <a href="https://www.theatlantic.com/ideas/archive/2020/06/american-nightmare/612457/">“The American Nightmare,”</a> which spoke to what it feels like to not only be subjected to the dangers of racism but [to also be] considered dangerous. And also what it feels like for a Black person who knows that George Floyd could have been them, who knows Breonna Taylor could have been them. And you have white people who refuse to step into their souls to empathize. That’s why I continuously ask people to step into these people’s souls, to really step into their bodies, to really understand what it means to be Black, because you’re not going to understand your advantages and privileges without that.”

How to be an antiracist as a colleague and friend. “I think white people [need] to recognize that there are many Black people who are in pain and who are mourning, and who are grieving, and who are outraged. And so, it may not be the time to call, it may not be the time to pull them aside in the coffee room or to call them up and say, ‘Teach me about race!’ This may not be the time. And so instead of contacting your Black colleague who probably is not an expert on racism, and has their own expertise, it may be better for you to read up on the topic. And that then allows your Black colleagues to continue to grieve and feel their sort of pain.

“And I think simultaneously, it is stepping back and recognizing the humanity of people. When they suffer through traumatic situations, they’re going to feel it emotionally. And you should be more focused on their feelings and what they’re going through than your own feelings of shame or guilt or whatever. When your Black colleague calls you, or pulls you aside to listen, if they’re challenging you because they’re connecting about something that's in the news with something that you did to them, be willing to admit it and say I’m sorry. Be willing to change. I mean, people’s feelings aren’t wrong. I suspect the Black folks who are your colleagues are not just thinking about what happened to George Floyd, they’re thinking about what happened to them. And people should recognize that.”

There’s reason for hope. “There was a time in which people imagined that being able to walk around and talk on a cell phone to someone halfway around the world was impossible. There was a time in which that was completely inconceivable. But somebody imagined it being possible. Somebody believed in the possibility of change. You have to believe in the possibility of change in order to bring it about. And even if it seems completely daunting, even if it seems completely impossible, even if that world seems like it’s extremely far away, you have to believe in its possibility in order to bring it about.”

Stay tuned for more takeaways from T-Mobile’s Talking with Trailblazers series.

Bestselling author and director of the Boston University Center for Antiracist Research Ibram X. Kendi joined T-Mobile for its Talking with Trailblazers guest-speaker series.

Trailblazer Takeaways: Ibram X. Kendi on Being an Antiracist | T-Mobile Newsroom

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For Team Magenta, June is usually a month of rainbows.

It’s Pride month, and any other year at T-Mobile, our teams would be right in the middle of organizing parade attendance — scheduling, arranging transportation, and making sure employees are equipped with magenta and rainbow flags, fans, t-shirts, tutus, cowbells and more to celebrate. We’d have thousands of our employees make a strong showing at Pride celebrations across the country.

Our Pride plans at T-Mobile this June were already under revision, given the shift in parade schedules to allow for physical distancing and personal safety. Naturally, our employees have demanded a second revision to how our company looks at Pride this year, to prioritize the moment that is happening now.

To understand our shift for T-Mobile, we want to first acknowledge the history of Pride, which originated with celebrations one year after the Stonewall Riots took place in 1969. While the Stonewall Riots were a catalyst for bringing forth Pride celebrations the following year, it was the timing of the movement against a backdrop of civil rights advocacy — the second wave of the women’s rights movement, the rise of counterculture and anti-war sentiment, as well as the group of diverse people involved speaking up for the battle they want to fight — that made the movement possible.

Many in the crowd at Stonewall the night the raid took place, and in the protests following, were young, drag kings and queens, trans and Black or of color — and many credit transgender activist Marsha P. Johnson and drag king Storme DeLarvarie for sparking the demonstrations. It was the Black community that stood up and decided that the battle for LGBTQ+ equality was what needed to happen at that moment.

Right now, 50 years after the first Pride march, we’ve experienced a similar story of intersectionality at T-Mobile, aligned with many others around the country. The rainbow banners of Pride will be raised in solidarity with the Black Lives Matter movement. Our employees, specifically our LGBTQ+ and Black employees, have been clear on what they want to see. The conclusion is one that we saw back in 1969:

From the beginning, T-Mobile has embraced employees as a valued resource to inform the business on how to act. We are thankful that we not only have a diverse employee base, but that our culture of inclusivity allows all of us to speak up, be heard and take action. Pride participation at T-Mobile began much like it did for the world — as a grassroots movement that laid the groundwork for an influential, company-wide commitment.

Back in 2013, some 30 employees from our two call centers in Albuquerque took it upon themselves to represent T-Mobile in their local Pride parade. The following year, the news of these employees spearheading this participation traveled north to the company’s headquarters, where their enthusiasm inspired another hundred employees to not only march in, but also sponsor the Seattle Pride parade.

The team has added cities and parades since, leading up to last year’s <a href="https://www.t-mobile.com/news/t-mobile-pride-2019">World Pride Parade in New York City</a> — the biggest on Earth — where hundreds of us marched alongside a giant float at the head of the parade and T-Mobile was the sole presenting sponsor. The massive support for Pride turned into a company stance — with T-Mobile publicly supporting initiatives like the the LGBTQ+ Equality Act, signing an <a href="https://www.hrc.org/blog/over-200-businesses-file-amicus-brief-in-support-of-lgbtq-workers">Amicus Brief</a> last summer on the Supreme Court Case on LGBTQ+ workers — which finally passed just this week.

This snowball effect started with our employees, who demanded we do more from the business, and made it happen. Which is a similar spirit that we are seeing now with social justice campaigns happening in the world in this very moment — originating as a grassroots movement.

As such, our support is rooted in our core belief that the best workplace welcomes everyone for exactly who they are. Yes, Pride month this year looks different not just because of the pandemic — but because we’re also witnessing American history in real-time. And this year, by re-evaluating our Pride participation and once again listening to our employees, their desires and needs, we were able to see a much-needed and overdue correction for historical injustice in this country.

Today’s movement for racial equality is overdue. Fifty years ago, the civil rights movement and the LGBTQ+ activism galvanized during the Stonewall Riots existed side-by-side. This year at T-Mobile, we will take up renewed racial justice efforts as our very recognition of Pride.

Over 39% (and growing) of T-Mobile employees are part of our <a href="https://www.t-mobile.com/careers/culture-and-benefits/diversity">six diversity and inclusion employee resource groups</a>, and these team members at every level and from every corner of our company set the agenda for Pride. This year it is abundantly clear that our Pride belongs to our Black colleagues and the Black community, and we’ll stand together to fight for overdue racial equality.

While you won’t see extra magenta in on the streets of Pride parades this June, our Pride and Allies Network and Multicultural Network Employee Resource Groups have come together to advise on ways we can prioritize racial justice this month. For instance, on social media, we’re suggesting that the brand and employees alike focus on amplifying Black voices. Internally, we are encouraging strong and healthy conversations, both in large meetings and small groups — to hear feedback from Black employees on what more we can all do.

We’re not coming together just to celebrate Pride — we’re coming together as Black colleagues and LGBTQ+ colleagues and allies, because we believe in the visibility and value of all of our teammates. We will listen to each other and teach each other, because each of us has a part to play in making T-Mobile a better company and making America a better country.

Black Lives Matter. Your Fight Is Our Fight.

At T-Mobile, Your Fight Is Our Fight | T-Mobile Newsroom

For Team Magenta, June is usually a month of rainbows. It’s Pride month, and any other year at T-Mobile, our teams would be right in the middle of organizing parade attendance — scheduling, arranging transportation, and making sure employees are equipped with magenta and rainbow flags, fans, t-shirts, tutus, cowbells and more to celebrate. We’d […]

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https://www.t-mobile.com/news/community/your-fight-is-our-fight/

A workplace expert says the COVID-19 era has changed almost everything about the office, maybe for the better.

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Being ahead of the career curve isn’t a recent adjustment for Maxie McCoy, it’s been her mission all along. As a women’s leadership advocate and workplace expert, she was considering the balance of the “real” and “digital” lives many of us have been quickly thrust into well before the COVID era even began — which has made her uniquely suited to speak about how this abrupt shift has and will continue to impact our <a href="https://www.t-mobile.com/news/7-pro-tips-to-make-working-from-home-work">newly mobile workforce</a>, good and bad.

“If we’re quick to work longer hours while we’re remote, and we’re staring at our devices constantly, we’ll need leaders to begin standing up and supporting people on how to have better habits and hygiene when it comes to technology, remote working, connection, attention, and more,” she says. “Connectivity and technology isn’t the enemy. But how much we rely on it, especially going forward as we experience more remote working, will require that we develop a better, more healthy relationship to it and to ourselves.”

To that end, we take a deep dive with McCoy into everything from the rapidly changing definition of workplace to the extra burdens working women tend to carry to how mobile technology and our new comfort levels will reset how we all work now and in the future.

Can you walk me through your experience a bit, and where your expertise lies?

Gathering women and facilitating their stories is my life’s work. “Community” is such a hot word right now. To me it’s the “newest old thing” because I’ve been building communities almost my entire career. The key to building a community is unlocking the power amongst one another. The way I’ve always done that is to use stories as our connective tissue, and to be the facilitator of those stories. There’s something really special that happens when you’re able to take what happens offline, and let it continue online, then let that pulse back to IRL [in real life] connection. Eventually it’s a virtuous cycle where digital and live spaces support one another, making the whole bigger than its parts. My career has embedded those ideas into the women’s leadership space with a real belief that consistent, ritualized interactions amongst women can elevate not only our individual lives but our collective experience. If we have the stories that are born from those interactions, we have answers for a path forward. Soon, that path will lead to more gender equity in the workplace and beyond. My “rocket ship” in this space began in building a 30-city local network for a millennial career platform. I wrote my book <a href="https://bookstorelink.com/9780143132561">You’re Not Lost: An Inspired Action Plan for Finding Your Own Way</a> as a solution for the women in those communities who had told me for years they were feeling lost. I’ve helped build experiential digital and offline communities for companies big and small. Right now, most of my focus is on supporting <a href="https://theriveter.co/">The Riveter</a>, a modern union of working women, as they activate support and community for the 75 million working women in America, and <a href="http://womanontogether.com/">WOMAN ON</a>, a live (digital) audience talk show and community focused on helping women make the right, next decisions.

How has your thinking on the topic of “workplace” or even “working” changed in the last few months?

It’s been turned upside down! Well, that was my first thought. However, when I take a step back and really look at what we’re seeing here, it’s more “the top has blown off” of everything that was rising to the surface. Working and workplaces have long been synonymous with offices even though the technology that would have made separating the two was already in place. “Working from anywhere” (at scale) was viewed impossible. The last few months have shown us it’s indeed, possible. I’ve been excited for others to see this possibility because I’ve been a remote worker for 8 years in all the various hats of my employment (full-time employee, consultant, business owner). Remote work worked for me, because it <a href="https://hbr.org/2014/01/to-raise-productivity-let-more-employees-work-from-home">does work</a>. That acceptance around normalizing the deskless worker is a big win. Many people, especially in spaces that advocate for change for underrepresented groups, have known that old ways of work weren’t working for many groups of people. In my work within the women’s leadership space, there’s so much literature on how flexible, remote work is important in breaking the glass ceiling — and the maternal wall. It allows women to better manage caretaking (<a href="https://www.caregiver.org/caregiver-statistics-demographics">75%</a> of caretakers are women) while they pursue their careers. That’s hard, however, when you’re a flexible or remote worker but your whole organization or team is in the 9-5, butts in seats, grind. I wish I could say the past few months has evened the playing field with everyone (who can be) remote, but right now it’s not because women are feeling <a href="https://www.buzzfeednews.com/article/venessawong/coronavirus-unemployment-inequality-april-2020">the brunt</a> of both unemployment and caretaking.  Especially those with children at home ... they’re having to teach and program kids’ days with less help from schools, daycares or summer camps. Hopefully, that’s temporary, and that long-term these shifts to flexible, remote working are positive ones.

We’re seeing a lot of changes in real time to how people and companies are working. What are some of the shifts that stand out to you, and why do they matter?

The headlines on this topic are making many of us wonder if the decisions we made to orient our lives a certain way still apply. For example, do I need to live in a big city to have upward mobility and good employment opportunities? Do I need to work near an office or headquarters in order to be equal with my peers? Do I need to invest in the overhead of rent and utilities in order to start a business? We’re seeing a reevaluation of what we thought or knew to be true.

It requires a quick adaptation of the innovations that makes a <a href="https://www.t-mobile.com/news/mobile-diaries-my-phone-Is-all-i-need-to-do-my-job-mega-megapixel">mobile workforce</a> operational, like collaboration tools, 5G and video technologies. For example, a few weeks ago I needed to run a timely errand for my elderly neighbor who can’t leave his home, but I had an important meeting that I needed to be on video for. I was able to do both because my phone and network connection enabled that for me. I was able to toggle between Zoom, Slack and email from my phone while walking the streets of San Francisco to help Ralph. Even as someone who’s lived in the Bay Area and was an early adopter of these tools, I don’t know if I would have been as confident to attempt both if it hadn’t been for this time normalizing those behaviors not only for me but for the people I’m collaborating with.

These shifts are bringing those that weren’t first to embrace mobile working onboard to a new way of collaborating. Those of us that have been here are normalizing working on the go without it being deemed as “unfocused” or judged overall. We are living the future of work, right now. 

What are some of the surprising takeaways you’ve seen develop quickly over the last few months?

Aside from the very quick embrace of “an office-free daily life,” I’ve long felt that when you’re working remotely, you work more. Emphasis on the word felt because I had no data to prove that hypothesis. Rather, it was my own experiences of years of remote working under my belt and feeling like I was both (potentially) more productive and prone to working longer hours (if better boundaries weren’t set and adhered). It took me a long time to realize that just because I was up and at ‘em, didn’t mean I needed to be up and working. To see that the American work day <a href="https://businessfacilities.com/2020/03/u-s-employees-working-more-hours-during-covid-19-pandemic/">has increased</a> by about 40% — adding roughly three hours during a pandemic! — was both surprising and honestly, concerning.

On a positive note, however, I’ve loved seeing how many people have turned to virtual learning, programming and communities. I’ve long known (and built) digital experiences that can support offline ones. Watching business owners translate their work online, and being able to contribute my expertise to that, has been really wonderful. Because building digital communities and product offerings right now won’t be for naught. It’ll be something that any business owner or brand can continue benefiting from long after there’s a vaccine. And consumers are more apt, now, to consume those digital offerings while on the go thanks to advanced network capabilities, better devices and stronger platforms. Admittedly, it’s all coming together at a hard and difficult time.

What are your hopes for the new normal when it comes to the workplace — is there a positive story to dig into here, as well as the uncertainty?

I’m hopeful that we’ll become better at working together. We’ve long known that a more diverse workforce is a more successful one. I’d like to see this “new normal” be a shift in giving more opportunities to underrepresented talent — like those who can’t afford to live in the tier-one cities, or those who need to stay close to aging parents, or those who aren’t able to go into an office every day because of disabilities. I know there’s an impossible amount of work to be done before we’re in an equitable world, but I hope that more leaders seeing the fruits and possibilities of mobile work will allow for more opportunities for those who haven’t historically had them in our old ways of operating.

What will we need to consider moving forward, given what we’ve learned the last couple months, when it comes to both physical and virtual boundaries?

So much has changed. We talk about the “new normal” but really we’re headed into the “new new.” While I can’t predict the future (obviously), we’re not returning to where we once were, especially when it comes to work. The self-care and wellness space has been booming for a few years now. We’re talking about a $4.5 trillion dollar <a href="https://globalwellnessinstitute.org/press-room/statistics-and-facts/">wellness economy</a>. I think these shifts in remote work will actually further the need for individuals, companies and employers to focus on mental and emotional health. Even as long as I’ve been accustomed to mobile working — working while traveling to speak at conferences, working while living in Indonesia for a year, working while home visiting family — these past few months have been difficult for all the obvious reasons, but also because I realized that just because I’ve learned to create boundaries with virtual workspaces doesn’t mean these “newly mobile workers” that I’m collaborating with have. Once I realized that, I had more compassion for myself and the newly lost boundaries I’d spent years learning to define.

What do we need to keep our eye on in order for women to see the opportunities of these shifts that you mentioned above?

Natural facilitators are going to be even more important if we want inclusive remote meetings for women, people of color, LGBTQIA+. As someone who facilitates for a living, it’s a skillset that is really important, especially if we want all voices at the table. We know from in-real-life meeting spaces that individuals from these communities especially are the first to be ignored or explained over. Leaders and meeting owners will need to become adept at equitable facilitation, and work to make sure underrepresented voices have the spotlight. Organization leaders shifting into remote work would benefit from following the work of inclusion experts like <a href="http://mindaharts.com/">Minda Harts</a>, author of The Memo, to understand how to ensure that diversity, equity and inclusion become embedded in these “new” remote cultures.

Can you tell us a little bit about your partnership with T-Mobile, and what we’ll be seeing in the weeks to come and where to find it?

I’m thrilled to be working with <a href="https://www.t-mobile.com/">T-Mobile</a> on experiences that can support mobile workers and simultaneously elevate their wellbeing. I feel strongly that together we can support people through uncertain times to have a better grasp on how to use connectivity to level up their lives, which sometimes includes powering down. You’ll see a lot of what we do together here on T-Mobile’s channels and mine on <a href="https://www.instagram.com/maxiemccoy/">@maxiemccoy</a> and <a href="https://maxiemccoy.com/">maxiemccoy.com</a>. This is just the beginning!

Maxie McCoy: Work Will Never Be the Same | T-Mobile Newsroom

A workplace expert says the COVID-19 era has changed almost everything about the office, maybe for the better. By Jason Adams Being ahead of the career curve isn’t a recent adjustment for Maxie McCoy, it’s been her mission all along. As a women’s leadership advocate and workplace expert, she was considering the balance of the […]

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https://www.t-mobile.com/news/community/expert-maxie-mccoy-on-how-work-will-never-be-the-same/

Each May, Military Appreciation Month offers T-Mobile the opportunity to highlight the thousands of veterans and active military members in its ranks, and to thank military personnel everywhere for their service.

Earlier this month, Jon Freier, T-Mobile EVP of Consumer Markets and co-executive sponsor of the company’s Veterans & Allies Network employee resource group, <a href="https://twitter.com/JonFreier/status/1262559673296629760?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Etweethttps://twitter.com/JonFreier/status/1262559673296629760?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Etweet">paid tribute</a> to several Team Magenta members who have been activated by the National Guard to support the federal response to the COVID-19 pandemic. T-Mobile also continues to invest in career development and transitional programs for veterans looking for jobs after service, partnering with experts like <a href="http://www.warriors4wireless.org/">Warriors4Wireless,</a> <a href="https://fourblock.org/">FourBlock</a> and <a href="https://www.hiringourheroes.org/">Hiring Our Heroes</a>.

Today we’re sharing an interview with Jose Hernandez, a former U.S. Army Special Forces paratrooper who now works as a T-Mobile field technician. Jose talks about the family-like mindset he shared with his fellow soldiers, how his job keeps him on his toes, and the work T-Mobile does to support veterans.

In short, Jose says, “The culture here supports our culture in the military, too.”

Can you tell us a little bit about your personal story?

I am first-generation American, born in the United States. My family migrated from Mexico. I was born and raised in East LA, and I love everything about my background and my heritage. As a Latino growing up in that community, it’s what I know.

At the age of 18 I joined the military and spent four years serving the country, getting to know all sorts of great people and experiencing all sorts of amazing things. I was very naïve, but I got an excellent jump and approach at everything.

I was a paratrooper in the military, attached to a special-forces unit right off the bat. I didn’t know what I was signing up for when all of that went down. Honestly, it was possibly the best years of my life. I got to work with some of the best guys the military can provide, and the training that I got was a cut above everything else I could’ve wished for.

From my first day jump to my first night jump to relying on the friends that I had, the sense of brotherhood was always amazing, and I never really experienced that before. I don’t have any brothers, and I experienced what it felt like to have a brother. Placing your life in the hands of others is pretty surreal. It’s pretty awesome.

And you started with T-Mobile directly after?

After four years in the military, 2000-2004, I started my family — I have a son and a daughter — and from then my adventure with T-Mobile began. I’ve been with T-Mobile now for 14 amazing years. I started as an IT technician, and in the past six years I transferred from the IT department to the engineering department.

What does a typical day in your life look like?

Honestly, I can’t tell you what a typical day is in the life of a field tech because it’s constantly changing. We have company-issued vehicles, either a truck or SUV. I have a Chevy Traverse. In that vehicle I have all of my tools. Today I had to change a router at a site for a 5G upgrade. I climbed the roof five times today alone, hoisting my equipment up there to do what I have to do. It has a ladder mounted on the side of the building, but we have specific safety protocol that we have to follow.

I love my job because I have to constantly maintain myself. In this role, you have to be disciplined and you have to keep yourself open to learning new things.

Did you have technical network experience before you started working at T-Mobile?

In the military, because the base I was in was so small, I had to be the IT guy. I had no IT background, so I learned on the fly, managing our network and managing servers. So when I got out of the military and I joined the IT department at T-Mobile, it was super easy. It’s along the lines of what I did in the military. So, transferring from the IT department for T-Mobile to the engineering department was seamless.

We are considered emergency responders as field techs, so we have an immense responsibility to make sure that our network is up and running so customers can call their loved ones and rely on their devices. Especially now in this heightened environment. That being the case, it’s business as usual with an even higher priority to our customers.

How about the 5G rollout? Has that affected things?

Immensely. For myself personally, it’s pretty much pedal to the metal. We’re going hard. I have never been prouder of my peers. My projects alone required a lot of overtime across the team, and I received recognition from all sorts of people. And honestly, as much as it was cool getting recognition, I have my peers to thank for that because without them we couldn’t have gotten things done.

What is unique about what veterans bring to the job?

We get that we have a responsibility. We have that can-do attitude, that teamwork ethic where we know sometimes you have to rely on someone else to get the job done. There’s no shame in reaching out to the person next to you for help.

We just take a whole lot of pride in what we do, and we’re very grateful to have a company that takes care of us and enables us to do what we have to do, that gives us the tools — not just the physical tools but the knowledge to learn and grow — and we know, that if we ever have an issue with something, we can speak up and get resolution.

What would you tell veterans considering a career at T-Mobile?

I would tell them this is the place to do it! I’ve talked to other veterans and told them to come to T-Mobile. I’ve recommended a couple guys who now work in our retail department, and I’ve trained other veterans in my department. It’s definitely a great place to work!

From employee benefits and military discounts to its pledge to hire 10,000 veterans and military spouses by 2023, T-Mobile is honored to serve those who serve our country. <a href="https://www.t-mobile.com/responsibility/community/military">Find out more on our website.</a>

Employee Spotlight: How Military Veterans Power the Un-carrier | T-Mobile Newsroom

Each May, Military Appreciation Month offers T-Mobile the opportunity to highlight the thousands of veterans and active military members in its ranks, and to thank military personnel everywhere for their service. Earlier this month, Jon Freier, T-Mobile EVP of Consumer Markets and co-executive sponsor of the company’s Veterans &amp; Allies Network employee resource group,&nbsp;paid tribute&nbsp;to […]

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https://www.t-mobile.com/news/community/military-veterans-power-t-mobile/

Piled high with all the fixings for a perfect romance — a corgi, a ring and a gathering of friends — two T-Mobile employees create a memorable (pandemic-proof) wedding.

Native Minnesotan Nik Pearson and military brat Logan Gabriel met three years ago, ​working for T-Mobile retail operations in Minnesota.

Logan worked as a mobile event expert, a staffer on one of many T-Mobile trucks bringing magenta swag and mobile help on wheels to events across the region. Nik’s position as a retail store manager required plenty of involvement with the local market, so her path crossed with Logan’s often. The two became friendly, and then friends.

Then, during the 2017 holiday retail rush, Nik began to see Logan in a different​ way.

“After his shift on Saturday before Christmas, Logan left work and went to the mall for some last-minute Christmas presents, and stopped in to say hi,” Nik says. “We were so busy, and without even skipping a beat, he dropped his shopping bags in the back and clocked in to help since he was still in uniform. I was blown away at his selflessness to help out on the busiest shopping day of the year — after he already worked his own shift! It wasn't until a few months later that we started dating, but at that point, I knew he was something special!”

The relationship progressed, their love grew, and in 2019 they decided to start a new chapter in their lives — first by adding a furry family member, then, with a wedding.

“We always joked that if Nik got me a corgi, I’d get her a ring,” Logan said, “but we didn’t have any plans to add a dog to our family for some time.” When a friend’s family emergency last spring led to an urgent need to rehome a corgi, though? “We raised our hands immediately.”

The 12-hour drive from Minnesota to Kentucky to pick up the dog proved 12 hours too long for Logan to uphold the original deal. “Right before we hit the road,” he says, “I surprised her with a ring and a proposal. I actually had it planned for some time, but I just couldn’t wait those last 12 hours before we got the dog!” In the end, by the first of May 2019, the couple had both a new family member — everyone: meet Jazzy! — and their engagement. Logan and Nik immediately started planning a wedding as quirky and cute as the couple themselves.

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Planning a wedding is a major undertaking for most, but a few months later, Nik and Logan were also planning a move. She accepted a promotion to a senior trainer position with T-Mobile in Florida, and the fall timing of the shift inspired Logan to swap out his freewheeling events role for the stable schedule of a traditional T-Mobile retail store location, and began taking classes towards a bachelor’s degree using T-Mobile’s <a href="https://people.com/human-interest/grandmother-of-11-mba-age-59/" target="_blank" rel="noreferrer noopener">tuition assistance</a> program. Settled in, they picked back up their wedding planning efforts — and started considering “destinations.”

“We’re both pretty laid-back, non-traditional people,” Nik says. “So when Logan mentioned the <a href="https://www.tacobell.com/blog/las-vegas-opening" target="_blank" rel="noreferrer noopener">Taco Bell Cantina</a> wedding chapel in Las Vegas, I was totally on board! Especially since we now live 1,600 miles away from our family, we thought it would be a fun way to get us all together again.”

They booked the Cantina for April 26, just shy of a year since their engagement. But their best-laid plans were no match for COVID-19. One month to the day before their Big Day, the Taco Bell Cantina reached out to let the couple know they’d need to cancel the ceremony, and offered a virtual alternative. Undeterred, Nik and Logan knew they could figure out a way to have a three-dimensional wedding (still starring Taco Bell).

“We wanted to make sure we were following social distancing rules, and decided on a parking lot wedding with our T-Mobile family, in front of the store that Logan has been supporting for the last six weeks,” Nik says. “A couple phone calls to our market director, photographer friend and one very large Taco Bell online order, we pulled it off! One of the retail associate managers​ from Logan’s store even played guitar for us!”

“I was stoked to be part of such an amazing wedding,” says that manager, Julio Cova. “I wanted to help create perfect memories for them.” So, on the same day as their originally planned ceremony, Nik walked down the makeshift “aisle” to “Perfect” by Ed Sheeran. Afterwards, the parking lot was filled with dancing — at least six feet apart — to “Truly Madly Deeply” by Savage Garden. “After the ceremony ended, Nik told me that Logan always wanted a friend to play guitar at his wedding. I was blown away, and I thought, ‘mission accomplished!’”

David Lebron, a T-Mobile retail sales manager and interim leader at the temporary location Logan’s been supporting during the pandemic (T-Mobile closed many locations and employees volunteered to drive in to staff a critical mass of open locations to <a href="https://www.t-mobile.com/news/t-mobile-update-on-covid-19-response" target="_blank" rel="noreferrer noopener">support social distancing</a>), agreed that the event was a success. “To be honest, I initially wasn’t sure how it would go,” David said. “What I was sure of is how much fun they make any room they’re in, and how much they love each other — I knew the rest would work itself out.”

Although David and his family attended the wedding from their car for safety’s sake, he maintains that “the spirit of the event was incredible and there was an overwhelming feeling of joy,” and that tears were shed.

Nik’s manager, Gayle Eberhardt-Mitchell, who drove across the Sunshine State to celebrate with the pair, was equally touched: “They created a memorable event that was safe and special to attend.”

“These two,” David says of Nik and Logan, “are perfect for each other. And if they’re half as good at being husband and wife as they are at being coworkers, they’re in for a long and very happy marriage.”

The couple had originally envisioned their honeymoon as a tropical two-week trip to Ecuador, but given the current circumstances in the world, the creative couple even has a backup plan for that. Says Nik: “We have an inflatable kiddie pool on our patio — and each other.”

T-Mobile alum and former colleague Clayton Nichols of <a href="https://www.instagram.com/jcnicholsphotography/" target="_blank" rel="noreferrer noopener">JCNichols Photography</a> photographed the couple’s one-of-a-kind wedding.

Nacho Average Wedding: A Truly Mobile Love Story | T-Mobile Newsroom

Piled high with all the fixings for a perfect romance — a corgi, a ring and a gathering of friends — two T-Mobile employees create a memorable (pandemic-proof) wedding. By Marissa Mancini Native Minnesotan Nik Pearson and military brat Logan Gabriel met three years ago, ​working for T-Mobile retail operations in Minnesota. Logan worked as […]

https://www.t-mobile.com/news/_admin/uploads/2020/06/jazzy-wedding-1024x683.jpg

https://www.t-mobile.com/news/community/https-www-t-mobile-com-news-a-mobile-love-story/

The boom in virtual medical care couldn’t have come at a better time

Living in COVID times is challenging, not least of all when in need of a doctor. Maybe you have a primary care physician, but stay-at-home restrictions, work-from-home status, watching the kids or just plain risk of exposure make seeing them a challenge. Maybe you don’t have a regular doctor, but you’re worried that your dry cough isn’t going away or that your headaches won’t stop.

One way to help you get answers is telemedicine or telehealth — the practice of remotely accessing professional health care. Depending on a patient’s personal health history and description of their symptoms, a provider can diagnose an issue through a virtual visit via laptop, tablet or mobile phone. As a mainstream alternative to exam-room visits with doctors, telehealth preserves personal protection equipment that are in short supply. Above all, it’s a matter of convenience. And according to doctors, it’s here to stay.

“Much of our ability to provide telemedicine is the patient telling us how they feel,” says Dr. Kent Kiracofe, a primary care physician at <a href="https://www.stonecreekfp.com/" target="_blank" rel="noreferrer noopener">Stonecreek Family Physicians</a> in Manhattan, Kansas. “But telemedicine is safe, and it easily satisfies social distancing requirements. I still can’t look in their ears. I can’t listen to their lungs. I can’t press on their belly. But in this day and age, it’s clearly an advantage to not seeing them at all.”

“I hated it at first,” says Dr. Andrew Benedict of <a href="https://www.saintlukeskc.org/" target="_blank" rel="noreferrer noopener">St. Luke’s Health System</a> in Kansas City. “I wanted to see my patients in an examination room, and at times it felt a bit superficial. But I’ve realized it can be more efficient and certainly quicker.”

Benedict estimates 20 percent of his visits involve telemedicine — almost all post-op, because as a trauma surgeon, he rarely has pre-op visits. He typically deals with patients whose injuries are so sudden and severe that they require immediate medical attention — accident victims, heart attacks, physical abuse, catastrophes.

A memo in mid-March from the St. Luke’s administration called for care providers to use telemedicine whenever they could. The motive? Minimize exposure to the coronavirus.

According to the <a href="https://www.ama-assn.org/system/files/2018-10/ama-chart-telemedicine-patient-physician-relationship.pdf" target="_blank" rel="noreferrer noopener">American Medical Association</a>, all states allow a physician to establish a relationship with a new patient via telemedicine. However, only 26 states have laws that require private insurers to reimburse health care providers for services delivered through telemedicine. These are often referred to as parity laws. Ten more states are also considering legislation to do the same. (In general, private payers can’t take the patient’s location into account when deciding to cover a video visit, making it possible for covered patients to be at home or work during the encounter, says the <a href="https://www.americantelemed.org/in-the-news/telehealth-policy-and-reimbursement-vary-widely-from-state-to-state-ata-report-finds/" target="_blank" rel="noreferrer noopener">American Telemedicine Association</a>.)

The good news is that even in states without parity laws, many insurers recognize the value of telemedicine and have decided to cover video visits on their own even in states that do not require it. Regardless, it is still a good idea to check with your insurance company to see if your appointment is covered.

One of the apps you’ll likely come across in searching for a new doctor and telehealth service is <a href="https://www.98point6.com/" target="_blank" rel="noreferrer noopener">98point6</a>, which offers on-demand, text-based primary care. Dozens of full-time, board-certified primary care physicians provide diagnoses and treatments through the app. Doctors can also see a patient’s pharmacy information and send a prescription so the patient can pick it up at their convenience.

“It’s truly a primary care experience rather than a traditional telehealth visit,” says Brad Younggren, 98point6’s chief medical officer. “Doctors are doing almost everything they'd do in a brick and mortar office.”

Reaching 98point6’s “virtual clinic” takes seconds. Users log in and are greeted by an automated assistant that asks, "What brings you into the clinic today?" The more information users provide the AI, the better it discerns the problem. The AI then hands off the patient — and their information — to a live physician.

Because the vast majority of visits are completed entirely by text, people can access the app at any time and in non-traditional settings — on a bus, at work — for maximum convenience.

Younggren spent most of his career in emergency medicine. Now based in Seattle, where the company has headquarters, he says 98point6 strives to eliminate unnecessary brick and mortar visits.

“We want to exist within the health care ecosystem — we’re not building a new ecosystem,” he says. “We're not trying to displace the primary doctor relationship — we want to support it. For the other half of the country that doesn’t have a relationship with a primary care physician, we want to offer convenient and affordable access to primary care that they don’t otherwise have.”

There are many signs that while a mobile-first approach may be new to many, it’s certainly going to become more and more normal. For instance, <a href="https://medcitynews.com/2020/04/teladoc-saw-visits-nearly-double-by-the-end-of-march/" target="_blank" rel="noreferrer noopener">Teladoc reported</a> a nearly 100 percent increase in telehealth visits on its platform year over year and expects this full year total to be somewhere between 8 and 9 million visits.

An in-person exam typically takes about 15 minutes. A telehealth visit takes between 5-10 minutes, allowing doctors to see more patients while reducing the foot traffic — and accompanying germs — in an office or clinic.

Whether Dr. Kent Kiracofe’s patients use telehealth to avoid travel — his furthest patients live 30 minutes away — others who live nearby simply want to alleviate any coronavirus concerns. He anticipates the percentage of televisits will drop once social distancing restrictions are eased, but he believes the practice isn’t going away.

“We will continue to offer it because of time and convenience,” Kiracofe says. “I guarantee a lot of patients will ask for it going forward.”

Benedict, the doctor in Kansas City, agrees. The conveniences — and the efficiencies and benefits they create — are too good to leave behind.

“There’s no doubt it will remain a viable treatment option long after the pandemic is lifted,” he says.

At a time where there’s no silver bullet just yet, it’s nice to think there is something of a silver lining.

Written and reported by Tom Cook and Jonathan Zwickel. T-Mobile does not sponsor or endorse the mentioned companies.

Telemedicine: TeleSafe, TeleConvenient | T-Mobile Newsroom

The boom in virtual medical care couldn’t have come at a better time Living in COVID times is challenging, not least of all when in need of a doctor. Maybe you have a primary care physician, but stay-at-home restrictions, work-from-home status, watching the kids or just plain risk of exposure make seeing them a challenge. […]

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https://www.t-mobile.com/news/community/how-to-use-telemedicine/

Most of us have embraced an increasingly digital life as we carry on through this coronavirus crisis. We are leaning more heavily than ever on our devices to help us work, eat, exercise, socialize and more. For instance, T-Mobile’s President of Technology, Neville Ray, says the company’s network has seen <a href="https://twitter.com/NevilleRay/status/1251216823309107203" target="_blank" rel="noreferrer noopener">a 30 to 60 percent jump in usage</a> over the last month, and is holding steady there.

All of this extra time spent online leaves the door open for more than a few bad habits to trickle in when it comes to staying digitally organized. That’s on top of the typical amount of cyber clutter that piles up over the course of any normal year (which clearly this is not), and it can really weigh you down (which you certainly don’t need right now). So, along with that deep-cleaning of your physical living space, now’s the time to address your digital environment, too.

Here are a few easy steps you can take to digitally declutter your life, and make your day-to-day navigation of this stressful time a bit less so.

Purge! Delete your old docs, sheets, slides, notes, etc. When’s the last time you sifted through Word, Google Drive or Dropbox and actually deleted things you don’t need anymore? Version 1.0 of your resume, a lease agreement from three apartments ago, college essays — what are you saving these for? Most of us don’t even realize we’ve become digital hoarders until it’s out of control. While some things are definitely worth saving (we’re literally looking at you, photos!), there are probably just as many files — if not more — that could head to the trash to free up space and declutter your drive.

As for those photos? The patron saint of decluttering — Marie Kondo, of course, author of The Life-Changing Magic of Tidying Up and star of the <a href="https://www.t-mobile.com/offers/netflix-on-us" target="_blank" rel="noreferrer noopener">Netflix</a> show Tidying Up with Marie Kondo — <a href="https://www.vogue.com/article/how-i-konmarid-my-inbox-and-my-desktop-and-my-phone" target="_blank" rel="noreferrer noopener">recommends saving photos for last</a>, “as these are often among our most sentimental digital files.” Sniff! So true, Marie Kondo!

Clean those screens! Consider your computer’s desktop an extension of your desk, and think about what your physical workspace would look like if it resembled your default computer screen. Send old screenshots or PDFs to the trash, and create an archive folder to store anything you might want to save. Strive for no more than three folders or icons on your desktop to keep your mind at ease when you open your laptop or boot up your monitor to start work.

The same principle applies to your phone. We all have that friend or family member who has what seems like a million apps on his or her home screen (maybe that person is us, shhh). It can be overwhelming, distracting and productivity-killing if every time you see your screen you’re inundated with apps — many of which you might never even use. Delete anything you haven’t opened in more than a year. And your device likely comes with an extras folder to store any apps you don’t open that often or just don’t want on your home screen — use it! Drag and drop any seldom-used apps here, or slide them to the side of your home screen to store them in a secondary slot you’ll have to swipe to access.

Unsubscribe to thrive! Chances are you’re on a number of mailing lists you never even realized you’d signed up for, or subscribed to newsletters you no longer need or want to read. Take 15 or 30 minutes to go through your inbox’s spam folder or promotions tab and hit the <a href="https://www.theverge.com/2019/4/19/18411934/how-to-unsubscribe-declutter-email-inbox-gmail-outlook" target="_blank" rel="noreferrer noopener">unsubscribe</a> button. Also, apps like <a href="https://unroll.me/" target="_blank" rel="noreferrer noopener">Unroll.Me</a> can save time by helping you mass unsubscribe. A little bit of pain today will make for a more peaceful tomorrow!

Get sorted! Many major email platforms provide the option to automatically sort your incoming messages by categories, such as promotions, social, work, travel and more. (For Gmail users, <a href="https://support.google.com/mail/answer/3094499?hl=en&visit_id=637203181424976395-2628694128&rd=1" target="_blank" rel="noreferrer noopener">there is a handy guide</a> to email sorting.) There are also <a href="https://clean.email/best-email-sorter" target="_blank" rel="noreferrer noopener">a number of third-party apps</a> that can help sort your inbox automatically, saving you time and keeping your day on track.

Now that you’re digitally decluttered and have a Spring refresh, steal a moment to relax and smell the flowers. Then check this out: <a rel="noreferrer noopener" href="https://www.t-mobile.com/news/mobile-mindfulness-in-the-covid-19-era" target="_blank">“Expert Advice on Achieving Mobile Mindfulness.”</a>

Does It Spark Joy? It’s Time to Spring Clean Your Digital Life | T-Mobile Newsroom

With many of us relying more on our devices during these uncertain times to work from home, stay motivated and connect with friends and family, here are a few tips to help you digitally organize your world. Hey, every little bit helps!

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https://www.t-mobile.com/news/community/spring-clean-digital-declutter/

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While it’s the essential tool that keeps you connected to the world right now, your phone use is not worth losing your mind over. Here are some pro tips from mental health pros on how to create good habits when it comes to using (or not using) our devices.

Been on your phone a lot more lately? You’re not alone. A <a href="https://www.washingtonpost.com/technology/2020/03/24/screen-time-iphone-coronavirus-quarantine-covid/" target="_blank" rel="noreferrer noopener">surge in screen time</a> is just one of the many changes that have upended daily life around the globe in the era of the COVID-19 pandemic.

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Does It Spark Joy? It’s Time to Spring Clean Your Digital Life

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