Firms across the borough have been disclosing the difference between average hourly earnings for men and women as requested by the government.
Public bodies, charities and businesses with more than 250 employees had to disclose their gender pay gap by Tuesday, April 4.
A gender pay gap at a company is not illegal, but could possibly reflect discrimination.
The government warned that companies which do not comply may face legal action.
Unlike pay inequality, which compares the wages of men and women doing the same job, the gender pay gap does not take these factors into account, which means the results can differ greatly between businesses depending on how many women are working in higher-paid or lower-paid jobs.
At Havering Council, the average woman is paid 4.5per cent lower than the average man.
In other words, women earn 96p for every £1 that men earn.
This is below the national average gender pay gap of 18.4pc.
Last year, the council launched a strategy review into its gender pay gap, with aims to modernise their pay and grading system.
A council spokesman said: “We know that we have a higher proportion of women working in lower grades in comparison to men, predominantly in schools, but also in some other areas of the authority.”
Women make up 64pc of higher-paid jobs and 68pc of lower paid jobs at the local authority.
“Our pay gap is well below average but we will be looking at a workforce strategy to review the gap to understand the reasons for the difference,” the council spokesman added.
In comparison to neighbouring boroughs, the average woman at Redbridge Council is paid 3.2pc more than the average man.
While at Barking and Dagenham’s local authority, the average woman is paid 12.8pc less than the average man.
At Barking, Havering & Redbridge University Hospitals NHS Trust (BHRUT) which encompasses Queen’s Hospital in Rom Valley Way, the average woman is paid 30.3pc less than the average man.
Women make up 57.2pc of higher-paid jobs and 83.6pc of lower-paid jobs.
The trust has compared themselves to other NHS organisations that have reported so far, and believe they are not an outlier.
As is the pattern across health care, 77pc of their workforce is female.
However, BRHUT recognises that there is an under-representation of women in the very top level jobs, particularly with consultants, which causes the differential.
Consultants are one of the highest remunerated occupations in the NHS and BHRUT has said that ensuring more diverse numbers of consultants will become a focal point for the trust in the future.
Deborah Tarrant, director of people and organisational development said: “We’re proud of the fact that more than three-quarters of our staff are women, and that we are able to employ so many women from our community.
“We have good female representation at levels across the organisation, but there is a dip in the more senior salary bands, although we still have a number of women in senior leadership roles, both as clinicians and managers.
“Like the rest of the NHS, we have an under-representation of women across our medical grades, so this will be a continued area of focus - to make sure that women are well represented at consultant levels, as that will have the greatest impact in narrowing the gap which currently exists.”
At the Havering College for Further and Higher Education, which has campuses in Rainham and Ardleigh Green, the average woman is paid 14.6pc less than the average man, with women’s median hourly rate being 22.9pc lower than men’s.
Women make up 56pc of higher-paid jobs and 79pc of lower-paid jobs.
Jade Blackburn, head of human resources at Havering College said: “The reason for a median gender pay gap of 22.9pc is due to the structure of our workforce.
“There is no bias or discrimination in our recruitment and selection processes and we’re proud to have a gender-balanced management team.”
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