Wanna bet it doesn't? It will pull candidates with 7 years HR experience who are good at bs'ing that they "enacted change" by spinning some hiring numbers and some corporate project background lecturing about diversity, with no follow-up to see if that meant actual change happened at their prior companies beyond shuffling some deck chairs between a handful of similar companies. I don't think it will pull anyone who is actually good at enacting real change.
Have you ever been involved in recruiting? Because almost every position you post will result in receiving many applications from people who are in no way qualified. And, yes, there will be applicants who try to naughty word their way into the position which is why you pre-screen applicants and go through an interview process. I understand you don't believe this will pull anyone good at enacting real change, but your belief seems rooted in the preposterous notion that knowing the language makes someone a bad candidate. Your position has no merit.
I even think "7 years experience in HR" might be a bad way to go on this. 7 years experience as a professional, yes. But in HR specifically? I am not so sure.
If what they're trying to address is making a fundamental change in their company, then probably the best recruit to do that is outside of the standard human resources field.
Have you even read the job description? Because they're looking for someone with seven years of progressive experience in business, human resources, marketing, or some other people focused functions. That means they're not just interested in looking at HR professionals.
If I were to recruit for this position and intend to really make a fundamental change in the company, the first thing I would do is find out what other company has successfully changed their corporate culture in a similar way, and ask them how they did it.
What makes you think someone at WotC didn't ask someone for advice? They posted a manger of diversity, equity, and inclusion and I can promise you that isn't a term one typically thinks of off the top of their head. There's a better than fair chance that WotC worked with Hasbro's HR department on this.
And here's a little secret: HR is not the driving force behind cultural change at a company. Whomsoever WotC hires for the DEI position, they will fail if upper management isn't driving the changes.
I wouldn't put an ad out through the same channels I've always used, using the same kind of language I've always used, and the same internal sources putting the word out to their friends and on social media like they've always used. I would want to go well outside of all of that language and channels.
This is probably the first thing you've said that I agree with. I don't know if WotC has posted the position elsewhere or what other avenues they're using to source candidates.
That kind of thing is probably what WOTC needs. But I don't think they are getting the best odds of finding that kind of person using this kind of ad. I think this ad is more targeted at getting more of what they've always had at the company. It will likely be a lateral hire from a related field who will feel comfortable to them and not want to shake things up but will instead integrate nicely into what they already have and then make only incremental small surface-level changes to be able to say change might happen but who doesn't really change much of anything.
A lateral move from a related field? How many DEI specialist do you think are available from a related field?
Edit: Posted before red text observed. Apologies.