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.