Member Highlight: David Galvin
SECF’s commitment to equity is about more than the work of our members – it also extends to our own actions and policies.
To help ensure SECF lives its values, the Equity Committee recently established an HR Policy Subcommittee focused on the organization’s internal practices. The committee’s roster includes the voices of human resources professionals who work for SECF members – including David Galvin, the senior director of HR and operations at the Coastal Community Foundation (CCF).
David has plenty of hands-on experience developing new HR policies – he was the foundation’s first-ever HR officer when he joined the staff in 2018 after being hired by CEO Darrin Goss, Sr.
“He immediately demonstrated that his commitment to our coastal South Carolina communities included our hard-working staff members, as much of CCF’s success links directly to the success of our team members both at work and outside of work,” David said. “Over the past few years, CCF has improved employee benefits and promoted a healthy work-life balance.”
Since his hiring, David had helped implement policies that deal with the basics of HR – retirement plans, time off, etc. – while also aligning with the foundation’s values. For example, employees can take paid time off to volunteer with local nonprofits and are able to evaluate themselves with a tool that helps them see how their work connects directly to CCF’s Purpose, Core Values, and Strategic Framework.
One of those Core Values, a commitment to inclusion with equity, has had a direct impact on the foundation’s recruitment and hiring, David said.
“We have improved our hiring practices to net more diverse applicant pools, and we implemented new procedures for contract services to ensure we’re providing economic opportunities to as many minority and women-owned businesses as possible,” he said.
Now, David is able to bring his experiences into the HR Policy Subcommittee, which he hopes will help SECF promote equity via its own operations.
“Organizational policies can advance equity by providing guidelines around recruiting staff and the procurement of goods and services. For example, such policies can provide a framework for promoting job opportunities to historically marginalized communities,” David said. “My hope is that the subcommittee will provide effective recommendations around DEI policies, handbook best practices, and performance evaluation tools that reflect SECF’s commitment to an equitable workplace culture so that SECF’s team continues to feel empowered to carry out their incredible mission.”
The commitment to equity and equitable policies has had a direct effect on David, a member of the LGBTQ community. While he has celebrated advancements like marriage equality, he also knows much work lies ahead.
“While our society has moved forward in some ways, too many people continue to face marginalization and discrimination,” he said. “I am grateful that SECF is leading the way in working to advance equity in our communities.”