Chiasso: Question on Pay Equity and Salary Transparency

Context

In brief

• Three Center Councilors question the Chiasso Municipal Council on pay transparency
• The gender pay gap amounts to 1,364 francs per month
• 51% of the disparity is attributable to objective factors, 49% remains unexplained
• Inquiry into whether an internal pay gap analysis has been conducted
• Request for information on procedures to report mobbing and discrimination

Key facts

• What: Formal inquiry on pay equity and wage transparency
• When: Last five years (data requested from 2019 to 2024)
• Where: Chiasso Municipal Council, Canton Ticino
• Who: Municipal Councilors Amedeo Mapelli, Mara Medici, and Salvatore Giallongo (Center)
• Amount: Average monthly pay difference of 1,364 francs (16.2%)
• Unexplained amount: 657 francs per month
• Sector involved: Chiasso Municipal Administration
• Request: Distribution of women and men in leadership positions

Municipal Councilors Amedeo Mapelli, Mara Medici, and Salvatore Giallongo from the Center party have submitted a formal inquiry to the Chiasso Municipal Council seeking clarification on the state of pay equity and wage transparency within the municipal administration. The inquiry requests specific data on the number of employees, hiring trends, average and median salaries, and gender distribution in leadership roles. It highlights that, according to available data, women in the Canton of Ticino earn on average 16.2% less than men—that is, 1,364 francs per month. Of this gap, 51%—equivalent to 695 francs—is attributable to objective factors such as sector, education level, or type of employment. The remaining portion, 657 francs per month, is labeled "unexplained" and represents a disparity that cannot be justified by professional variables. This gap, also observed in the private sector (653 francs) and public sector (623 francs), is described by the councilors as an issue of institutional justice.

The inquiry asks whether the municipality has ever conducted an internal analysis of the pay gap, and if so, what the results were. It also requests information on the existence of formal procedures to report cases of mobbing, harassment, and discrimination, and whether regular assessments of workplace climate and employee well-being are carried out. The goal is to transform pay equity from a theoretical principle into a concrete, verifiable, and transparent practice. As a public authority, the municipal administration has a duty to guarantee fairness and merit-based recognition, to strengthen public trust and build a credible, efficient institution.

This request comes at a time when wage transparency is increasingly at the center of public debate in Switzerland, particularly in contexts where cross-border workers are employed in companies and public institutions that pay salaries in Swiss francs while residing in Italy.

Request for concrete data

The inquiry does not limit itself to a statement of principle. It demands specific numerical data: the current number of women and men employed, hiring figures over the past five years, average and median salaries, and the percentage of women in leadership roles. If made public, these data could serve as benchmarks for future internal policies and comparisons with other Ticino municipalities. The lack of transparency makes it impossible to assess whether the administration is upholding the equality principles enshrined in the Swiss Constitution and the principles of the European Union, to which the Canton of Ticino is bound through bilateral agreements. The request is particularly relevant for cross-border workers employed in public administration and for those in Italy who must evaluate the credibility of the Swiss pay system into which they channel part of their income.

Operational details

The request for pay transparency in Chiasso has direct implications for cross-border workers employed in public institutions in the canton of Ticino and for those engaging with the Swiss salary system. The monthly gap of 1,364 francs is not an abstract figure: it represents approximately 16,368 francs annually, or 14,800 euros, an amount that could cover the cost of a car, a monthly mortgage payment, or supplementary health insurance for an Italian worker living at the border. If a female municipal employee earns 4,000 francs while a male colleague earns 5,364, the difference extends beyond monthly income: it affects contributions to the AVS (old-age and survivors' insurance), the second pillar (LPP), and future pension benefits. For a cross-border worker, this means the final pension could be hundreds of francs lower per month, with long-term consequences. The lack of publicly available data on how managerial roles are assigned is another critical issue. If women are underrepresented in positions of responsibility, this may partly explain the pay gap, but it does not justify the unexplained portion of 657 francs. This suggests that non-transparent practices may exist, such as differential treatment in contract renewals, access to training courses, or performance evaluations. The fact that the same unexplained disparity is present in both the private sector (653 francs) and the public sector (623 francs) indicates that the problem is structural, not isolated. For cross-border workers, this means that Switzerland, despite being a model of economic stability, is not immune to pay discrimination. The canton of Ticino, which hosts over 100,000 cross-border workers, has the responsibility to ensure that its administrations serve as models of equity. If Chiasso fails to respond with clear data, the risk is that Italian citizens may begin to doubt the credibility of the Swiss tax and social security system, to which many contribute through withholding tax. Moreover, the absence of formal procedures to report mobbing or discrimination could discourage women from applying for leadership roles, perpetuating a cycle of exclusion. This is not only a matter of social justice: it is an issue of administrative efficiency. An institution that does not fully value its employees, regardless of gender, loses talent, productivity, and public trust. The call for investigations into the workplace climate is therefore crucial: if well-being is not measured, it cannot be improved. For cross-border workers employed in Chiasso or other Ticino municipalities, this inquiry sends a clear signal: transparency is not optional, but a fundamental right to be demanded.

Possible scenarios

If the municipal council responds with complete data, it could initiate a pay review process, including independent audits and corrective measures. It could also become a model for other municipalities in the Mendrisiotto region. If, however, the response is evasive or silent, the risk is that the issue will escalate to the cantonal level, with possible pressure from the Office for Gender Equality or workers' associations. In this case, cross-border workers could become involved in a broader awareness campaign, with potential consequences for the reputation of the canton of Ticino as a fair workplace. Lack of action could also influence the career choices of young Italians considering work in Switzerland: if the public administration is not transparent, why should they choose it as an employer? Pay equality is not only a moral issue: it is a factor of economic attractiveness.

Useful planning tools

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Key points

For those who work in Switzerland and live in Italy, this inquiry represents a concrete opportunity to demand transparency. Here’s what you can do: 1) Check whether your employer (municipality, school, hospital) publishes salary data. If not, formally request information on the average salary, gender distribution, and hiring trends over the last five years. 2) If you work for a public entity in Ticino, check whether formal procedures exist to report discrimination. If none exist, write a request to the head of human resources. 3) Compare your salary with the average for your position: use the salary calculator from Frontaliere Ticino to estimate the market value in Swiss francs. 4) If you uncover discrepancies, document everything: contracts, payslips, communications. You don’t have to act alone—associations like the Swiss section of the INPS or local unions can support you. 5) Attend public meetings of the Municipality of Chiasso or nearby communes: demand that the results of salary analyses be made public. Pay transparency is not a gift from the administration: it is a right. If the municipality does not respond within 60 days, you can ask the Cantonal Office for Equality to intervene. The Canton of Ticino is responsible for ensuring that cross-border workers are not disadvantaged by discriminatory practices. This is not an issue affecting just a few: it concerns everyone who crosses the border daily to work. Your voice matters. Use the salary calculator to check whether your income aligns with the market. If it doesn’t, don’t settle. Pay equity is not something you wait for—it’s something you demand.

Source: laregione.ch