Proudly Pink: StaffDNA’s Just Beat It Crew Joins the 3-Day Walk for a Cure

National Breast Cancer Awareness Month Signals a Time for Action

Proudly Pink: StaffDNA’s Just Beat It Crew Joins the 3-Day Walk for a Cure

National Breast Cancer Awareness Month Signals a Time for Action

Each October, a team of employees from StaffDNA® and LiquidAgents® Healthcare comes together for the Susan G. Komen three-day, 60-mile walk to raise money for breast cancer research. This group of committed walkers, from our sister healthcare recruiting and staffing companies, joins the fight to find a cure alongside thousands of other teams across the country. This year, seven StaffDNA employees will participate in the Dallas/Fort Worth walk from October 24 to 26 to support patients, families, and communities affected by breast cancer.

Organizations nationwide participate in National Breast Cancer Awareness Month, ranging from private and public companies to research centers, charities, educational institutions, and more. Perhaps none is more recognizable than Susan G. Komen. The Susan G. Komen Breast Cancer Foundation provides resources to help patients understand their treatment and navigate the healthcare system, funds research studies aimed at finding a cure for breast cancer, offers educational programs, and conducts campaigns to raise money for research. The foundation is active in over 50 countries.

The team of walkers at StaffDNA is known as the Just Beat it Crew. Brynne Pinho, a nurse and StaffDNA employee, says she’s seen firsthand what cancer does to patients and their families. This drives her to participate as a medic volunteer for the Just Beat it Crew team each year. “Being part of this event allows me to use my skills to keep participants safe and cared for, but it’s also deeply personal. I want to do more than just care for people in the hospitals/clinics. I want to stand beside them in the fight to raise awareness and bring an end to breast cancer,” says Pinho. “For me, volunteering is about honoring the courage of those who face this disease, giving hope to their families, and contributing to a future where no one has to lose a loved one to breast cancer.”

StaffDNA’s Alaina Spurr, part of the Just Beat it Crew, says she walks for those who can’t. “Every year, someone I know is diagnosed with breast cancer. We shouldn’t live in a world where those words have such a negative outcome. I walk to raise awareness and money for more medical access, early testing, and a cure,” says Spurr. “Walking 60 miles in 3 days is hard, but it’s something I can do, and it will never be as hard as fighting breast cancer.”

The origins of Breast Cancer Awareness Month and the pink ribbon

The origins of Breast Cancer Awareness Month date back to 1985, when the American Cancer Society and a pharmaceutical organization collaborated to create a week-long program promoting mammograms for early detection. Later, the week-long program expanded into a month-long initiative to cover more aspects of the disease, including treatment, research, and funding.

In the early 1980s, Charlotte Haley, whose own family was affected by breast cancer, created the first breast cancer ribbon, which was originally a peach color. Making each ribbon by hand at her dining room table, she inspired communities to purchase and wear ribbons as a call to action to demand more research and action to prevent the disease, and to ‘wake up legislators’. In the mid-1980s, Self Magazine and the Estée Lauder Cosmetics Company partnered with Haley to promote the ribbons, suggesting a change to pink. The ribbons began to be distributed nationwide and became the premier symbol for breast cancer awareness.

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The impact of Susan G. Komen

The Susan G. Komen Breast Cancer Foundation was formed in 1982 and started by Nancy Brinker, Susan’s sister, who made a promise to stop breast cancer from taking more lives. The mission of the foundation is to eradicate breast cancer by advancing research, education, screening and treatment.

The foundation has grown substantially since its inception. With over two thousand employees, multiple events, galas, fundraisers and campaigns annually, the foundation raises millions of dollars each year. In 2025, the foundation awarded over $10 million in new grants to fund research projects at dozens of research and education institutions. The focus has not only been on research for a cure, but in different types of cancer, advancing precision medicine and health inequities.

In 1983, the first Race for the Cure was held in Dallas, Texas, with about 800 participants. Today, Race for the Cure events draw thousands of participants. The largest Race for the Cure event took place in Rome, Italy, with over 150,000 participants. The annual event is marked by a sea of pink-clad runners, walkers, and supporters, all gathered on one day to cover five kilometers and celebrate survivorship and honor those who have been lost.

In addition to the Race for the Cure 5K, the Susan G. Komen Foundation also hosts a longer fundraising walk, known as the 3-Day for the Cure. The three-day, 60-mile journey is typically done by teams who commit to raising funds and walking at least twenty miles a day. A three-day team will raise a minimum of $2,300 for the Foundation.

“Last year, I walked 60 miles with Susan G. Komen to help end breast cancer. This year, I am honored to serve as a medic,” says Kass Salazar, a StaffDNA employee and active RN who is a Just Beat it Crew member. “I am deeply grateful to be a part of an organization like StaffDNA, which brings people together in a community of love, strength, and support.”

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Going the distance for a cure

October puts a spotlight on these events, but the work continues year-round. The Susan G. Komen Foundation, with its decades of work, remains one of the most prominent organizations in this fight. No other foundation has rallied such public support and engagement in the fight against breast cancer. Yet the mission remains unfinished. As science advances and inequities persist, organizations like The Susan G. Komen Foundation and companies that show support must prioritize impact.

“October is about much more than wearing pink,” says Jenny Hanlon, CFO of StaffDNA, who sponsors the Just Beat it Crew walkers each year. “It’s a gesture of support but also a symbol for everyone to be reminded that so many people have been impacted by this disease, and the work needs to be ongoing.”

Stephanie Stinchfield, an employee at LiquidAgents Healthcare, says the walk gives her a sense of purpose. “It’s my way of showing up, step by step, for a future without breast cancer.”

Kelsey Moena, another Just Beat it Crew member, says she walks not only for cancer research today, but for a future where breast cancer no longer takes lives. “I am walking in support of breast cancer research, not just for today, but for the hope that my daughter, and every daughter, will grow up in a world where this fight is behind us, not ahead!”

To help raise funds for this year’s Just Beat It Crew, donate here.

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Lisa Dawson

PR and Communications

Healthcare organizations face some of the toughest workforce challenges: tight budgets, lean IT teams and limited tools for sourcing, hiring and onboarding staff. Add in manual scheduling, rising labor costs and high burnout, and the pressure grows. Rolling out complex systems can feel out of reach without dedicated tech support. Even simply evaluating new technology can overwhelm already stretched-thin teams.

These challenges make it clear that technology isn’t just helpful; it’s essential for healthcare organizations. Especially when they’re striving to do more with less. Not only are healthcare organizations falling short on implementing new technology, but they’re struggling to update outdated systems. A 2023 CHIME survey found that nearly 60% of hospitals use core IT systems, such as EHRs and workforce platforms, that are over a decade old. Outdated tools can’t integrate or scale, creating barriers to smarter staffing strategies. But the opportunity to modernize is real and urgent.

Tech in Patient Care Falls Short

In healthcare, technology has historically focused on clinical and patient care. Workforce management tools have taken a back seat to updating patient care systems. Yet many big tech companies have failed when it comes to customizing healthcare infrastructure and connecting patients with providers. Google Health shuttered after only three years, and Amazon’s Haven Health was intended to disrupt healthcare and health insurance but disbanded three years later.

Why the failures? It’s estimated that nearly 80% of patient data technology systems must use to create alignment is unstructured and trapped in data silos. Integration issues naturally form when there’s a lack of cohesive data that systems can share and use. Privacy considerations surrounding patient data are a challenge, as well. Across the healthcare continuum, federal and state healthcare data laws hinder how seamlessly technology can integrate with existing systems.

Why Smarter Staffing Is Now Essential

These data and integration challenges also hinder a healthcare organization’s ability to hire and deploy staff, an urgent healthcare priority. The U.S. will face a shortfall of over 3.2 million healthcare workers by 2026. At the same time, aging populations and rising chronic conditions are straining teams already stretched thin.

Smart workforce technology is becoming not just helpful, but essential. It allows organizations to move from reactive staffing to proactive workforce planning that can adapt to real-world care demands.

Global Inspiration: Japan’s AI-Driven Workforce Model

Healthcare staffing shortages aren’t just a U.S. problem. So, how are other countries addressing this issue? Countries like Japan are demonstrating what’s possible when technology is utilized not just to supplement staff, but to transform the entire workforce model. With one of the world’s oldest populations and a significant clinician shortage, Japan has adopted a proactive approach through its Healthcare AI and Robotics Center, where several institutions like Waseda University and Tokyo’s Cancer Institute Hospital are focusing on developing AI-powered hospitals.

Japan’s focus on integrating predictive analytics, robotics and data-driven scheduling across elder care and hospital systems is a response to its aging population and workforce shortages. From robotic assistants to AI-supported shift planning, Japan’s futuristic model proves that holistic tech integration, not piecemeal upgrades, creates sustainable staffing frameworks.

Rather than treating workforce tech as an IT patch for broken systems, Japan’s approach embeds these tools throughout care operations, supporting scheduling, monitoring, compliance and even direct caregiving tasks. U.S. health systems can draw critical lessons here: strategic investment in integrated platforms builds resilience, especially in a labor-constrained future.

The Power of Smart Workforce Technology

In the U.S., workforce management is becoming increasingly seen as more than a back-office function; it’s a strategic business operation directly impacting clinical outcomes and patient satisfaction. Smart technology tools are designed to improve care quality, staff satisfaction, scheduling, pay rates, compliance and much more.

For example, by using historical data, patient acuity, seasonal trends and other data points, organizations can predict their staff needs more accurately. The result is fewer gaps in scheduling, fewer overtime payouts and a flexible schedule for staff. AI-powered analytics can help healthcare leadership teams spot patterns in absenteeism, see productivity and forecast needs in multiple clinical areas in real-time. Workforce management tools can help plan scheduling proactively, rather than reactively. It’s a proven technology tool that can help drive efficiency and reduce costs.

Why So Many Are Still Behind

Despite the clear benefits, many healthcare organizations are slow to adopt smart tools that empower their workforce. Several things are holding them back from going all-in on technology:

Financial Pressures

Over half of U.S. hospitals are operating at or below break-even margins. For them, investing in new technology solutions is financially unfeasible. Scalable, subscription-based and even free workforce management tools are available, but most organizations are unaware of or lack the resources to source these products. Workforce management tools can deliver long-term return on investment for most organizations. Taking the time to understand where the value lies and which tools to invest in needs to happen.

Outdated Core Systems

Many facilities still depend on legacy technology infrastructure that lacks real-time capabilities. Many large players in the healthcare workforce management industry dominate hospital systems. Other smaller, real-time tools that offer innovative solutions to scheduling, workforce hiring, rate calculators and more are available at a fraction of the cost.

Competing Priorities and Strategic Blind Spots

Healthcare organizations and hospitals have many high-priority business objectives and regulatory demands. Digital transformation naturally falls down on the priority list, which causes them to miss improvements that can lead to long-term stability. With patient care and provider satisfaction at the top of the priority mountain, technology changes can be easily missed or shoved to the side when other business objectives are perceived to “move the needle” more.

Poor Change Management

Even the best technology efforts can fail without the right strategy for adoption and support from senior leadership. Resistance from staff, lack of training, or poor rollout communication can undermine success. Effective change management—clear leadership, role-based training and feedback loops—is essential.

Faster than the speed of technology

Change needs to come quickly to healthcare organizations in terms of managing their workforce efficiently. Smart technologies like predictive analytics, AI-assisted scheduling and mobile platforms will define this next era. These tools don’t just optimize operations but empower workers and elevate care quality.

Slow technology adoption continues to hold back the full potential of the healthcare ecosystem. Japan again offers a clear example: they had one of the slowest adoption rates of remote workers (19% of companies offered remote work) in 2019. Within just three weeks of the crisis, their remote work population doubled (49%), proving that technological transformation can happen fast when urgency strikes. The lesson is clear: healthcare organizations need to modernize faster for the sake of their workforce and the patients who rely on providers to deliver care.

 

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