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A Historic Day for The New T-Mobile

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We did it!  Another historic day for new T-Mobile!  

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Just four months after closing our merger with Sprint… we have delivered on yet another critical milestone that will help us serve customers and bring our businesses together – in record time.  Yesterday, we unified the T-Mobile and Sprint brands to operate under the T-Mobile flagship brand – nationwide.

Our team has been working night and day to combine our storefronts – and this is SO much more than just rebranding thousands of Sprint locations with a fresh coat of magenta paint.  This is about giving customers even MORE access to our expanded retail footprint, (one of the largest in the United States) and making it even easier and more convenient for them to safely drop in, chat with a Mobile Expert, make upgrades, get the latest deals, and reap the benefits from all that new T-Mobile has to offer!  It was no small feat and is a testament to incredible teamwork all around the country.  Today truly marks the beginning of a <a href="https://www.t-mobile.com/brand/t-mobile-sprint-merger-updates">new era</a> for T-Mobile, and for our customers.

Now, as I look back on my first few months as the CEO of T-Mobile, I find myself full of energy, pride and anticipation.  We have already accomplished so much in a short time, and yet we are just setting the stage for a bright and transformative future.  I remember when we first started working on this merger (quite a few years back mind you) and we started mapping the network and business plans that we could bring to life by joining forces with Sprint.  While it took a while to make it a reality – that future is bigger and bolder than ever before.  Our team continues to push forward every day to deliver on those aspirations as the Un-carrier to bring more competition and tackle even bigger pain points on behalf of consumers.  From delivering on our first Un-carrier move as a combined company, Scam Shield (which has struck a chord with customers everywhere who are sick and tired of scams and robocalls!) to introducing an aggressive 4 for $100 offer this summer, we are continuing to drag the industry along kicking and screaming.  We’ve also accelerated our T-Mobile Connect launch and brought our Connecting Heroes service to market quickly… the New T-Mobile is already pushing forward to deliver on our commitments and we are not slowing down.

While today we are laser focused on working to support our customers through this global pandemic and helping them stay connected as all of us navigate new ways to work, live and play – we are also building for the future.  Even as I sit here and think about the opportunities ahead of us, it’s difficult to pace myself!  We have an insatiable appetite to make our customers happy at this company, and I believe it is about time that a wireless company truly deliver both value and an amazing network experience to customers.  No more will customers have to pick between the two or decide what to sacrifice.  The new T-Mobile will deliver BOTH, and we’ll do it with an experience that makes it clear to our customers that they are our top priority and not some bottom-line statistic.  I just cannot wait!

It all starts with our people and of course our integration work – with major milestones like this one marking our way – and then it really comes to life with our 5G network that will surpass anything that anyone (yes, including Verizon) will deliver to the market for years! (Spoiler alert: we have another important network milestone coming up really soon… because Neville and his team are truly firing on all cylinders to bring 5G to even more people in more places, so stay tuned!).  Trust me, we are going to bring new and better connectivity options to everything from major metros and urban cities to small towns and rural America!

The reality is, T-Mobile simply isn’t like other companies because we are delivering on our promises and this merger has presented us with a once-in-a-lifetime opportunity to create a BETTER, not just a bigger company.  We have brought together the best of the best from BOTH T-Mobile and Sprint evolving to become a SUPERCHARGED Un-Carrier, which ultimately, enables us to  pursue our aspiration to become #1 in wireless – number one in customer choice and number one in customers’ hearts – as we work to be one of the best brands in the world at putting customers first.

So, congratulations to our teams who have delivered on this important milestone!  I want to acknowledge the Sprint history and it’s 120-year legacy that is now part of our legacy as we launch into this new era.  I welcome our customers and potential customers to our stores across the country (and online) – because the new T-Mobile is here to serve and support you… and we will be relentless in our desire to win your business – and your loyalty!  

Thank you to the tens of thousands of crazy-talented, customer-first employees who are the driving force of our success.  Together, we will have the brand, the people and the network to fiercely compete with AT&T, Verizon and Big Cable like never before!  We are here to compete, and to win – yes, some things will simply not change (no matter how much the other guys may want them to!).

We did it!&nbsp; Another historic day for new T-Mobile!&nbsp;&nbsp; Just four months after closing our merger with Sprint… we have delivered on yet

A Historic Day for The New T-Mobile | T-Mobile Newsroom

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Here we are, nearly four months after Sprint became part of T-Mobile and it’s a great time to update you on our network. We’ve accomplished so much already in bringing our two networks together to build a transformative, nationwide 5G network for all.

Third-party reports are already showing just how much progress we’re making. T-Mobile is <a href="https://www.tomsguide.com/news/t-mobile-is-the-top-wireless-carrier-in-the-toms-guide-awards-2020">ranked</a> best in the industry based in large part on our aggressive 5G rollout. A <a href="https://www.opensignal.com/reports/2020/06/usa/mobile-network-experience-5g">new report</a> from Opensignal ranks the T-Mobile network first for 5G availability, meaning Un-carrier customers get a 5G signal more often than customers on any other network – more than twice as often as AT&T and 56 times more often than Verizon! Plus, a new <a href="https://www.speedtest.net/global-index/united-states#market-analysis">report</a> from Ookla measuring 4G and 5G from over one million customer devices shows that T-Mobile has 5G in nearly 4X more cities than Verizon and AT&T (and 32X more cities than Verizon alone). And T-Mobile customers with a 5G-capable device experience faster overall download and upload speeds than Verizon customers.  And look at the Verizon availability score – yep – no typo here – that’s 0.4%.....

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First, this is part of a multi-year strategy playing out. We set out years ago to purpose-build the broadest, deepest 5G network in the country and cover more people in big cities and rural America. It started by using low-band 600 MHz spectrum. When we first <a href="https://www.t-mobile.com/news/press/nationwide-5g">announced</a> our intent to use 600 MHz as the foundation for 5G, the <a href="https://www.lightreading.com/mobile/5g/is-t-mobiles-5g-plan-just-a-pipe-dream/d/d-id/732502">reaction</a> was … well ... interesting. Back then, everyone was following Verizon’s lead and betting on millimeter wave as the cornerstone of 5G. In the ensuing years, everyone – and I mean literally everyone, including Verizon – has changed their tune and embraced the ‘layer cake’ approach we pioneered, using all spectrum bands for 5G.

Just last week, we <a href="https://twitter.com/NevilleRay/status/1282841277541670913">marked</a> the end of the 39-month 600 MHz spectrum transition with the FCC. My team worked closely with the FCC and broadcasters over the last three years to clear and deploy this spectrum in record time, paving the way for new LTE coverage across the U.S. and enabling the launch of the first and only nationwide 5G network. No other 5G signal goes farther – in fact, we recently completed the world’s <a href="https://twitter.com/NevilleRay/status/1277738097330044929">farthest-ever 5G connection</a> – 60 miles from the base station! And as part of the final stage of clearing, we are lighting up 600 MHz 5G for customers in Virginia Beach, Norfolk and Richmond, Va., Topeka, Kan., Sussex County, Del., and coming soon in Buffalo, N.Y.

Following the close of the merger with Sprint, one of the first things we did was open up nationwide LTE to millions of Sprint customers, giving them access to significantly greater coverage in metro, suburban and rural areas, both indoors and out. On top of this, we made the largest, nationwide 5G network in the country also available to Sprint customers, with service in nearly 6,000 cities and towns covering 225 million people across over one million square miles. Following these changes, data usage is significantly up, call quality has dramatically improved and we’re seeing an uptick in Sprint customers’ network satisfaction.

Our team is also rapidly deploying critical mid-band 2.5 GHz spectrum from Sprint. This adds tremendous depth to our broad, nationwide 5G network, increasing capacity and boosting speeds for customers. The performance of mid-band 5G is incredible, with testing showing average download speeds over 300+ Mbps and peak speeds hitting an eye-popping <a href="https://www.pcmag.com/news/t-mobile-busts-gigabit-barrier-with-mid-band-new-york-city-5g">1200 Mbps</a>! Today, I’m proud to announce that mid-band 5G is now live in parts of Chicago, Houston and Los Angeles, following its earlier debut in Philadelphia and New York. If you have a 5G phone, keep an eye out for those 5G speed boosts as we light up more 2.5 GHz sites daily across the country!

We’re also hard at work getting ready to light up standalone 5G this quarter, having <a href="https://www.t-mobile.com/news/press/t-mobile-achieves-a-worlds-first-with-standalone-5g-data-session">recently completed</a> the world’s first standalone 5G data session on a multi-vendor radio and core network, and the first standalone 5G data session of any kind in North America. Standalone 5G will expand our coverage and bring with it improved latency and faster uploads. It will also pave the way for applications that require real-time responses and massive connectivity such as mobile augmented and virtual reality, cloud gaming, smart factories and meters and even connected vehicles.

Today, T-Mobile already holds more low and mid-band spectrum than AT&T and Verizon combined. Over time, we will also be phasing out legacy technologies to free up even more spectrum nationwide for LTE and 5G. Looking ahead, we can do so much more with that capacity. We’ve already begun expanding our <a href="https://www.t-mobile.com/news/network/t-mobile-expands-home-internet-pilot-in-grand-rapids">home broadband pilot</a>. Starting in Grand Rapids, MI, we’ve opened up the program to non-T-Mobile customers for the first time. Early results demonstrate how badly home broadband needs more competition. Average NPS (net promoter scores – a measure of customer satisfaction) for T-Mobile Home Internet are 64 in the pilot phase versus -74 (yes, that’s a negative 74) for legacy home ISP services. But there’s good news. With the capacity of the 5G network we’re building, we plan to offer T-Mobile Home Internet in more than 50% of U.S. zip codes – many in rural areas where home broadband is too slow and expensive with abysmal customer service.

I’m incredibly proud of the work that the combined team is doing to come together, unify our assets and deliver on this incredible mission! Together we’re building a 5G network with world-changing potential – a network that will drive innovation across all industries and connect every American with unmatched value.

We’re off to a flying start. And we’re only picking up the pace!

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Here we are, nearly four months after Sprint became part of T-Mobile and it’s a great time to update you on our network. We’ve accomplished so much

Accelerating the Path to #5GforAll | T-Mobile Newsroom

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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.

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>.

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

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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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T-Mobile Tuesdays superfans share their excitement as Sprint customers are welcomed to the T-Mobile family this week with a massive summer of offers

Showing appreciation for customers is in the very DNA of the Un-carrier, and was central to the launch of T-Mobile Tuesdays — a rewards program built off the Un-carrier’s radically different thinking on how brands should thank customers — in the summer of 2016.

In the 200-plus weeks since, customers have been given everything from free tacos and Impossible® Whoppers® to discounts on Redbox rentals and regular fill-ups at Shell through the Fuel Rewards® program, even free trials to streaming services like YouTube Premium and TIDAL Premium — some $900 million in thankings in all.

But possibly the biggest thankings begin today, when Sprint customers get welcomed to those weekly T-Mobile Tuesdays giveaways and discounts, too.

“Four years ago, T-Mobile Tuesdays flipped the script on the traditional loyalty program. We believe customers shouldn’t have to spend more or collect points to be appreciated — especially right now. At T-Mobile, it’s about getting thanked, simply because you’re with us … and we’re with you,” said T-Mobile CEO Mike Sievert last week. “And now, <a href="https://www.t-mobile.com/news/offers/t-mobile-welcomes-sprint-to-t-mobile-tuesdays-with-blockbuster-summer-lineup" target="_blank" rel="noreferrer noopener">we welcome Sprint customers</a> with our biggest thankings ever this summer. Why? Because thank you. That’s why.”

But just how big of a deal is it to be part of the T-Mobile Tuesdays family?

“A few years ago I was having lunch in Los Angeles at L.A. Live before the American Music Awards, of which T-Mobile was a presenting sponsor,” recalls Mike Belcher, VP, Business Development & Partnerships in T-Mobile’s marketing department, who oversaw the development and rollout of T-Mobile Tuesdays. “When I gave my credit card to the waitress, she noticed the magenta color and asked if I worked at T-Mobile. When I said yes, she told me that she had been with T-Mobile for several years. I thanked her and asked her what she liked about T-Mobile. Without hesitation, she said, ‘I love T-Mobile Tuesdays!’ The person at lunch with me informed her that I was responsible for creating T-Mobile Tuesdays. She was so excited. She even started to get emotional when she explained how much T-Mobile Tuesdays meant to her being a single mother. The discounts on gas, free food and movie tickets made a real difference in her life.”

Turns out, there are a lot of other T-Mobile Tuesdays fans, too. Here are a few testimonials (submitted through the T-Mobile Tuesdays app) from current customers sharing what they love about the weekly thankings — and a look into what Sprint customers have coming their way:

“From the first time I used T-Mobile Tuesdays, it was fun and made the second day of the work week a blast. During the coronavirus pandemic, T-Mobile Tuesdays has been a source of stability ... something that has remained consistent and still marks the day on an otherwise empty calendar. Thank you for the fun and moral support!”

“T-Mobile Tuesdays is the best. You get so many deals and things for free, like free Starbucks gift cards, free Taco Bell, and more. They even have reserved tickets for concerts like the Jonas Brothers and Post Malone. It’s insane. I love T-Mobile and this amazing program they’ve created. It’s truly amazing — please download and try, you will love it!”

“I switched from AT&T over a year ago and, wow, what a great decision. T-Mobile Tuesdays is a great way to save and take advantage of all the perks T-Mobile provides its customers. It has been fun and rewarding. I truly feel appreciated and thanked! Rock on, T-Mobile Tuesdays!”

“There are so many wireless companies out there, but only one that shows their customers how much they appreciate them every week. My wife and I text each other each week to say, ‘Make sure to check your T-Mobile Tuesdays app!’ It’s helped make for some fun date nights with pizza and a movie!”

“I’m loving T-Mobile Tuesdays. It makes me feel appreciated as customer. My daughter likes T-Mobile customer service, but when I introduced her to T-Mobile Tuesdays, she fell in love with T-Mobile even more. Now we both promote T-Mobile’s awesome sauce!”

“Extending thankfulness from myself and my family circle to T-Mobile and the T-Mobile Tuesdays team for creating the app, and all the thoughtful giftings and savings given. Much Appreciation. I am thank-FULL!”

“It has been a wonderful experience full of great gifts, deals and surprises. I look forward to every Tuesday to see what wonderful things await me for a great week ahead!”

“It’s like getting a birthday present every Tuesday!”

For additional info on what’s in store from T-Mobile Tuesdays this summer, including offers from Postmates, Burger King, Redbox, Atom Tickets, Shell and more — not to mention chances to win upcoming prizes like a Tesla Model 3! — download the app today on <a href="https://apps.apple.com/us/app/t-mobile-tuesdays/id1111876388" target="_blank" rel="noreferrer noopener">iOS</a> and <a href="https://play.google.com/store/apps/details?id=com.tmobile.tuesdays&hl=en_US">Android</a>.

T-Mobile Tuesdays requires an eligible rate plan. NO PURCHASE NECESSARY for sweepstakes. See <a href="http://amoe.t-mobiletuesdays.com/">amoe.t-mobiletuesdays.com</a> for how to enter and full rules. Void where prohibited.

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Showing appreciation for customers is in the very DNA of the Un-carrier, and was central to the launch of T-Mobile Tuesdays — a rewards program built off

“It’s Like Getting a Birthday Present Every Tuesday!” | 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.

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

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

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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!

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

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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>

Each May, Military Appreciation Month offers T-Mobile the opportunity to highlight the thousands of veterans and active military members in its ranks, and

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

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

Today more than ever we see the vital role technology plays keeping us connected and allowing us to adapt quickly to change. In a matter of weeks, some healthcare providers have shifted to a telemedicine model, schools and universities have converted to online classrooms, restaurants have pivoted to delivery and pick-up only models and millions of workers from businesses of all sizes have moved from physical to virtual offices. T-Mobile for example, transitioned more than 12,000 care experts out of call centers and into their homes in just a few weeks.

As remarkable as this has been, we are just scratching the surface as we face a new normal. With technologies like 5G, we will dramatically change this country’s infrastructure to do even more.

Remote biomedical monitoring and detection, virtual-reality classrooms and boardrooms, smart factories and on-demand drone delivery systems. 5G networks will power services that someday change nearly every facet of how we live, work and play, by connecting people and things at tremendous scale.

First, you need a 5G network with capacity AND breadth. That’s exactly why T-Mobile and Sprint joined forces … so the Un-carrier can create a transformative nationwide 5G network that will supercharge innovation in the U.S. We call it #5GforAll, but it is more than a great hashtag. 5G for All is like an operating system for the wireless future – a platform for innovation on which creators can build a diverse ecosystem of 5G products and services. Smartphone apps for LTE revolutionized the mobile economy in ways no one could have predicted. The same will be true with 5G, but at a much greater scale across all industries. It will be the innovators, developers and entrepreneurs that make this magic happen.

T-Mobile will help fuel this ecosystem – not just by delivering 5G for All, but also through a range of initiatives to identify, nurture and support innovators across industries. As we begin this journey, I’m excited for my team to kick-off two initiatives – the 5G Open Innovation Lab and T-Mobile Accelerator.

5G Open Innovation Lab Today, we are teaming-up with the <a href="https://www.t-mobile.com/content/t-mobile/corporate/news/articles/2020/05/tmobile-intel-nasa-launch-5g-open-innovation-lab.html" target="_blank" rel="noreferrer noopener">5G Open Innovation Lab</a> as a founding partner with Intel and NASA working with Amazon Web Services, Google and others to bring developers, start-ups, enterprises, academia and government institutions together. Here we will focus on emerging applications for edge computing, artificial intelligence (AI) and more, developing groundbreaking applications and services that unleash the potential of 5G networks.

The Lab has selected a first round of 17 companies to participate in a 12-week virtual program. Participants are at various stages of development and all have initiated fundraising including Series A rounds of $15 million or more. The Lab is initially focused on companies that are developing emerging 5G applications and services within the agriculture, manufacturing, healthcare and entertainment industries.

T-Mobile Accelerator We also just began working with six amazing startups focused on AI, drones, robotics, autonomous vehicles and more. They have been <a href="https://www.t-mobile.com/content/t-mobile/corporate/news/articles/2020/05/2020-t-mobile-accelerator-startups-will-showcase-5G-innovation.html" target="_blank" rel="noreferrer noopener">selected</a> for the T-Mobile Accelerator, a program that brings innovative companies and leaders at T-Mobile together to develop and commercialize new applications and solutions for 5G. This is a continuation of the award-winning Sprint Accelerator which began in 2014. The Accelerator, located in the smart city corridor of Kansas City, serves as a hub for corporate innovation and entrepreneurial engagement, and we’re excited to add this program to the T-Mobile portfolio of incubator efforts.

In addition, we continue to operate the <a href="https://www.t-mobile.com/news/5g-device-lab" target="_blank" rel="noreferrer noopener">T-Mobile Launch Pad</a> innovation center, home to the Un-carrier's device and network labs as well as <a href="https://techexperience.com/" target="_blank" rel="noreferrer noopener">Tech Experience</a>. The Launch Pad is where engineers develop next-generation wireless technologies, and Tech Experience gives visitors a chance to interact with the latest advancements.

While we are fortunate to be headquartered in the Seattle area alongside some of the most vibrant technology leaders in the world, we are also reaching out to the best and brightest minds in the country via other accelerators, as well as incubators and universities.

We are working harder than ever to build a transformative 5G network that will serve all Americans. But we must build something bigger than ourselves – an ecosystem that goes well-beyond the realm of traditional telecom. It will be a platform for innovation, limited only by our creativity and imagination. So we ask the entrepreneurs, innovators and developers of tomorrow – are you with us and where will you take us next?

Today more than ever we see the vital role technology plays keeping us connected and allowing us to adapt quickly to change. In a matter of weeks, some

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