What you are in effect asking is if there is a reasonable, low-risk way to deal with systemic gender discrimination risk.
Sorry, probably not.
There are no easy ways around systemic discrimination.
Stating you are aware of the problem doesn't help. Asking them to be aware of the problem doesn't help.
You can look to find organizations which publically state they are aware of the issue and work to combat it. Asking about this during an interview is high risk, as the reaction of people in power to being asked about "do you oppress?" is usually very negative. You can see lots of evidence about this in this very Q&A, where people talk about being offended by the question, or treat someone who believes this is the case as someone not to hire.
The upside of asking is that you will pre-filter out the workplaces where the attitude is "there is no problem". The downside is you pre-filter. As a prospective employee, there is a large power imbalance, and often you need the job more than they need to employ you specifically. Sometimes this isn't the case, and they need you more than the opposite: but modern business practices basically revolves around eliminating that possibility as much as possible.
If there was an easy way around systemic discrimination, the problem would already be solved.
So, rather than talk about it in the interview (or before!), examine the public statements of the company around the gender pay gap. There are employers explicitly working to eliminate it, that study their own pay gap problems and publish their successes and failures pubically. Seek out such employers. Find employers that use objective, transparent criteria (almost anything will do!) to determine salaries to avoid the negotiation trap.
There are companies who will probably respond enthusiastically to being asked about their gender pay gap policies, such as McMaster University. There are many, many others which will respond with deciding not to hire you, or flagging you as a troublemaker.
So, only ask a question like "what policies do you have to address gender pay gaps" or the like if you are planning to walk away if they don't give the answer you want.
This can be a valid option, and it does send a message (that their lack of gender pay gap policies can cost them hires). But it sends a message at a cost, and with the power imbalance involved in interview and employment, odds are they aren't listening too hard to you.