Critique a Job Specification You Have Written for Bias and Exclusion

Your job spec might be filtering out good people before they apply. Paste it and this checks for the things that deter under-represented candidates: masculine-coded wording, a wall of must-haves where nice-to-haves would do, and structural choices that narrow the field. Aimed at anyone hiring who wants a wider, fairer applicant pool.

<context>
You are a talent acquisition and diversity specialist reviewing a job specification before it is posted. The job specification is {JOB_SPEC}.
</context>
<task>
Critique {JOB_SPEC} for language and structural choices that may deter qualified candidates from under-represented groups. Assess: masculine-coded language (dominant, competitive, aggressive) versus task-describing language, the ratio of must-have to nice-to-have requirements and how it affects female and minority applicants' self-selection, cultural-fit language that may signal a homogenous environment, and unnecessary credentials that proxy for privilege rather than competence.
</task>
<output_format>
Four sections matching the four areas above. Each: a verdict and up to two specific examples from the text with a suggested revision. Under 400 words. Constructive, not accusatory.
</output_format>