In my opinion, its definitely worth getting rid of "master/slave" since after all it does directly refer to a violent and wrongful historical relationship. It may be only a metaphor, but it does clearly refer to that and I can understand how that makes some people feel unwelcome. But ownership is a little different. One object owning another doesn't make any reference to the "ownership" of people in slavery, it just as well references the ownership of literally anything else which is perfectly legal.
I also don't buy the "see is ableist" thing. Entire languages would be unacceptable if that were true. For example Japanese appends -て見る (see) to verbs for the meaning "try to and see (how it goes). That notion of "seeing" is a fundamental part of the linguistic concept of "see" in most languages and it is in no way a reference to blind people. When you say someone is "blinded by the sunlight" or describe a "deafening roar" you are obviously not saying anything about blind or deaf/Deaf people, those words clearly have included a wide variety of definitions including temporary ones which were then the basis for metaphorical ones. That's different than "master/slave" which is a metaphor for a word/concept that was inherently racist and violent from the beginning.
On the other hand, I don't think pronouns in email signature is a bad rule. Even if the pronouns you use are the same ones you have used your entire life, you do have a preference nonetheless, so I don't think there's anything inherently unfair about making people specify them. It's not like you don't want people to use any pronouns or you don't feel that they should exist at all, so it's not really harming your rights. It does help trans people feel more accepted in sharing their pronouns, and it doesn't really cost other people anything to do it.
The stuff about CRUD is just absurd. As is creating ultra-expensive outreach (that make money for the people writing these reports) for companies to small to support it. If HR was concerned about inclusion, they could add a tasteful note on their website about how their workplace was affirming/welcoming space and that they welcomed those applicants. Of course, employees should certainly be free to create such a group if there is actually interest in it.