This article examines the role that reformed hiring practices and diversity, equity, and inclusion (DEI) initiatives within the global industry of ecotourism may (or may not) play in bringing multiply marginalized or underrepresented (MMU) voices to the forefront of environmental risk communication and sustainability efforts worldwide. Ultimately, the article argues that ecotourism companies should promote grace-based hiring practices to include marginalized knowledges of threatened ecosystems (places) in a company’s decisions regarding sustainability.