Demand letters are an essential tool in collective action, it allows groups to formalize and communicate their demands, escalate issues and hold power structures accountable. Whether in the context of labor, tenants' rights or civil rights, demand letters serve as a starting point for conflict resolution and a way to assert collective power.
Demand Letters can be used to address workplace issues, where employees are treated unfairly, have unsafe working conditions or poor wages. They can be used in instances where a group of individuals are facing harassment, discrimination or other forms of mistreatment. These are even used to hold institutions publicly accountable for their actions, or inactions. Often, these demand letters are accompanied by call-ins, where the public is urged to bombard the institution with phone calls or emails to support demands. The aim is to create a significant volume of communication that forces the recipient to address the grievance.
The timeline for response is also a crucial element in a demand letter- if the recipient doesn't respond or address the demands within the specified time-frame, the letter often signals the intention of the collective to escalate the action. This escalation might involve public protests, picketing, strikes or legal action. However, these threats of escalation should be credible, a demand letter should only threaten such actions if the collection is prepared to follow through.
Here are some ways to make your demand letter effective:
- Clearly communicate what the expectations are, be specific and ensure that there is no ambiguity about the desired outcome.
- Provide evidence to support your claims, your demands should be supported with facts, evidence and context. Including a brief background explains the situation and how long it’s been unresolved for adds weight to your argument.
- Set a timeline for action, without a specific date or a deadline, a demand letter can be easily ignored. Setting a deadline shows urgency, creates accountability and gives the recipient a clear time-frame to act.
- State the consequences if your demands are not met within the given timeframe. Being clear about what will happen next shows that you are organized and prepared to take further action if needed. However, only specify consequences if you are able to follow-through on.
- If relevant, ensure that the letter is legally sound, it may be helpful to consult with a legal expert (check pro-bono clinics!) to ensure that your letter complies with the legal standards and that your demand aligns with your rights.
- When writing a demand letter for collective action, make sure that the collective is properly represented, this shows the strength of numbers which can increase pressure for the recipient to take the situation seriously.
Here is an example structure of a demand letter from Collective Action Tech:
Dear [COMPANY LEADERSHIP],
[COMPANY] has made a Black Lives Matter solidarity statement, we’ve had a group meeting, and we’ve heard from leadership about the need for change. Leadership has committed to making changes but it’s not enough. It’s time [COMPANY] makes internal changes that address systemic racism with the urgency this moment calls for. We are the workers who build this platform and we demand accountability.
[Sentence or two about company values and how they are not living up to them if they continue to participate in systemic racism.]
Internal Commitments to Dismantling Systemic Racism
- Introduce pay equity by instituting transparent salary bands that elevate workers to consistent compensation levels.
- Make measurable hiring commitments at every level of the company.
- Commit to Black presence on hiring committees for every new employee.
- Commit to __% of Black leadership by 2021 and __% Black leadership roles by 2022.
- Commit to 3rd party oversight of performance reviews to check for and address racism.
- Commit to documented, consistent, and transparent approaches to addressing reports of racism in the workplace.
- Commit to paying any PoC employee for time giving feedback on D&I initiatives.
- Allow employees to work remotely so we can choose to live where we find community.
- Commit to having internal training and leadership programs that have similar diversity standards as above (with safe spaces/communities for Black and POC employees).
- No Tech for Oppression commitment that enables employees to anonymously report and upvote concerns about the impact of product decisions on society. Followed by leadership > employee transparency about how these concerns are being addressed.
- Cancel any contracts with government agencies who are complicit in state violence, including ICE, CBP, the FBI, the CIA, the military, as well as state and local law enforcement.
- Commit to monthly audit of all algorithms by the Algorithmic Justice League.
[COMPANY] Workers
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