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cataphract | on: Microsoft offers mass buyouts for roughly a quarter of its workforce
You are missing the point. You're allowed to think highly or lowly of whomever, for whatever reason. That's your business (freedom of thought). It's more problematic when you express, overtly or not, such low opinion, as you will cause resentment. And there is the risk that the mere request is seen as a "correction". In our society, it's not generally polite for adults to correct other adults' speech.

I would also take issue with reasonableness of the request. You concede it does not offend you, and that it's merely a preference. I also have a myriad of preferences about speech: the intonation, accent, the grammatical constructions, the words, etc. To ask of other people, whom I don't even know intimately, to match my preferences is something else altogether. It's to impose my preferences over that person's dialect or ideolect, which is also rightly frowned upon.

buuyytp | parent
Why would I express that opinion though? There's zero benefit to me to indicating you've slightly damaged your reputation. We both move on.

And it's never couched as a correction. It's always an expression of the impact on me, "Hey all, I know this is a bit of a hang up, but the use of 'guys' feels exclusionary to me, any chance folks would try alternatives? Folks, peeps, y'all, etc?"

Wilder7977 | root | parent
In a work context this still creates tension and constraints. Work is not a context where we are free to express ourselves, so even such an "expression" creates a situation where I either piss off someone else or self-police. Given that you might have a particular role in the organization, might be trusted by people in a certain role or might simply represent a potential case where HR gets involved, self-policing becomes the safest, obvious choice. This means I don't really have a free choice to make, because the impact of such choice can go beyond our respective opinions on each other.

My personal experience in a UK/US company as a non-native English speaker includes this specific case. I still remember this very example (I.e., the use of "guys") being used as an example of noninclusive language from day-2 in the company (it was in some policy), 5 years later. It requires a nontrivial amount of energy and attention for me to self-police in a language that is already not my own, and I personally stress about it (including the few times I had slip-ups where I automatically said "hi guys" to a mixed group and corrected myself in a clumsy way). There are countless ways I could express my preference (speak slower, less accent when speaking, don't use idiomatic expressions or metaphors that are very language specific, maybe learn to pronounce my name how I pronounce it rather than english-ize it). I personally never expressed any of these because I wouldn't want to cause stress to anybody for something so minor, and I believe people will feel less free to talk with me.

This is just my opinion, but being someone who cares about not making others uncomfortable, I think we should all be realistic about what it really means to express such preferences at work, because it's not just a personal matter.