Defying Gravity and Discrimination: "Wicked" Actress Puts Disability Rights in the Spotlight

When Wicked: For Good premieres in theaters this November, audiences will once again see wheelchair user Marissa Bode bring to life Nessarose Thropp, the Wicked Witch of the East. While the character of Nessarose uses a wheelchair in both the stage musical and the film version, before Bode's casting, none of the actors themselves had been wheelchair users as well. (Bode became paralyzed from the waist down following a car accident at age 11.)

Bode's visibility in such a critical role is a sign of a long-overdue shift towards authentic representation of people with disabilities and highlights the legal protections for employees working in creative fields under the Americans with Disabilities Act (ADA). If you're a Wicked fan interested in how the production handles a significant plot point (potential spoiler alert!), or you're a disabled performer curious about your workplace rights, read on to learn more about ADA policies and their real-world applications.

Not Just "Popular": Why Disability Rights Are More Than a Trend

Bode's portrayal of Nessarose marks a watershed moment for disability representation in mainstream media. In previous stage productions of Wicked, able-bodied actors typically played the wheelchair-using character, a practice that frustrated many disabled performers and advocates. Additionally, one scene in which Nessarose is given a pair of magic shoes that let her walk has been criticized for being ableist, a term used to describe practices that devalue or discriminate against disabled people.

Understandably, the message that Nessarose's problems would be solved if only she could walk was met with a cold reception by many Wicked fans with disabilities. As a wheelchair user herself, Bode certainly didn't want to contribute to the impression that Nessarose was "pleading for a disability to be fixed," according to the actor. Without giving away too much detail about the upcoming movie, Bode has expressed satisfaction with a script change that she says is more about "focusing on the magic in general and the magic of the story."

Similar adjustments both in front of and behind the screen reflect a growing awareness of Hollywood producers about the need for inclusivity when it comes to disabled actors, writers, and crew members. And while most of us won't be making red carpet appearances as part of our job duties, all employees are entitled to the same legal protections and accommodations as Bode—making ADA protections an essential element in boosting the visibility of workers with disabilities.

Understanding the Americans With Disabilities Act

The ADA—which turned 35 on July 26, 2025—is one of the most expansive pieces of civil rights legislation in American history. The law protects people with disabilities from discrimination in the workplace and requires employers to provide reasonable accommodations to employees with disabilities so that they can perform the essential functions of their job. (42 U.S.C. § 12101.) Private businesses with 15 or more employees must comply with the ADA. That means that "qualified individuals with disabilities" can't be discriminated against because of their disability and have the right to request "reasonable accommodations" as long as they don't cause "undue hardship" to their employer.

Let's break that down further:

• "Qualified individual" means somebody who is capable of performing the essential duties of a job. (42 U.S.C. § 12111(8).) For example, an actor like Bode who has a role in a musical must be able to memorize their lines, hit the notes of their songs, and respond to directions.
• "Disabilities" for ADA purposes are medical conditions that "substantially limit a major life activity." (42 U.S.C. § 12112(1)(A).) Major life activities are construed broadly to include basic tasks such as walking, reading, and communicating. Using this definition, Bode, who is paralyzed from the waist down, would be considered disabled under the ADA.
• "Reasonable accommodations" mean adjustments or modifications to the workplace that allow a disabled employee to do their job. (42 U.S.C. § 12111(9).) For wheelchair users such as Bode, this could mean placing ramps or elevators that allow them to access work tools.
• "Undue hardship" refers to accommodations that would require a significant burden for the employer to implement. (42 U.S.C. § 12111(10).) Unless an accommodation would threaten the ongoing financial viability of the business, it's unlikely to be seen as causing undue hardship.

While the movie itself was filmed in the United Kingdom, American employers and employees can look to Wicked's successful implementation of accessibility measures when seeking to maintain compliance with the ADA. Bode has been outspoken in discussing how the Wicked production team created an "accessible Oz" that allowed her to focus on her role as Nessarose first and foremost. This included creating a one-of-a-kind trailer with a chair lift, voice-activated doors, a height-adjustable kitchen, and remote-controlled wardrobe rails. In addition, the team built custom ramps, wheelchair-friendly elements that could be moved between sets, and an accessible studio where Bode recorded her showstopping vocal performances.

Requesting a Reasonable Accommodation From Your Employer

Bode has been fortunate enough to work with producers and crew who were eager to incorporate accessibility into the filming process from the start, but not every disabled employee is so lucky. Employers aren't expected to anticipate your need for workplace accommodations, so you'll have to request accommodations yourself. You don't need to let them know in writing, but it's best practice to do so. That way, you have evidence you can point to if you think your employer has unfairly denied your accommodation request as an undue hardship.

Your written request doesn't have to be too complicated, detailed, or use specific legal language—just some basic facts should suffice. Try to include all of the following in your letter:

• your name and job title
• the date of your request
• a concise description of how your disability affects your job performance
• the actual ask (such as "I am requesting reasonable accommodations")
• medical information, like a brief doctor's note, and
• ideas for what the reasonable accommodations should be.

That last bullet point is where you can get creative with your solutions. Reasonable accommodations can vary widely depending on your specific disability and job requirements. Common sense accessibility options such as wheelchair ramps or adjustable desks quickly come to mind, but you can also request that your desk be moved to a quiet or dark corner in order to reduce sensory stimuli, for example. Modified shift schedules, remote work, and use of alternative communication methods are other examples of reasonable accommodations that are unlikely to constitute an undue hardship under the ADA.

Once your employer has received your request, the process of coming up with a reasonable accommodation begins. Under the ADA, your employer is legally obligated to work with you to establish reasonable accommodations and engage in a "flexible, interactive process." That means that they don't have to provide the exact accommodation you request, but they can't stonewall you or shoot down cost-effective accommodations for no reason.

Here's an example. Say you propose a later start to your workday (10 a.m. instead of 8 a.m., for instance) because you take pain medications that make you drowsy in the morning. Your boss agrees that you can start later, but asks that you take the shift starting at noon because it's understaffed. You can't do that shift as it would overlap with your evening physical therapy, but you offer to work on Saturdays to make up for missed hours. If your boss agrees, you should put it in writing, then sign and date the agreement.

Dealing With Disability Discrimination at Work

Celebrities with disabilities aren't immune to discriminatory or ableist remarks. On popular social media platform TikTok, wheelchair-user Bode described hearing many variations of comments such as "stand up for yourself," and explained that even if the person saying them intends them to be harmless jokes, they can still be damaging—especially for children and young adults who are trying to figure out how to navigate a world that often pushes disabled people to the side.

In the workplace, such quips can have legal repercussions. Repeated offensive remarks or comments about an employee's disability can create a hostile work environment that can affect the employee's mental well-being and form the basis of an actionable lawsuit. But before you can sue your employer, you'll need to first file a discrimination charge with the Equal Employment Opportunity Commission (EEOC), the federal agency that oversees work-related ADA violations. The EEOC will review the charge and may pursue litigation if the agency thinks the charge has merit.

What Happens When Accommodations Aren't Enough?

Sometimes reasonable accommodations aren't enough to enable an employee to perform the essential functions of the job full time. For example, say you're an actor in a regional theater company who was recently diagnosed with type II diabetes, causing symptoms like blurry vision and swollen feet. Despite receiving accommodations such as large-print scripts and adjusting the stage blocking so that you can sit down during scenes, side effects from your medication cause you to feel frequently nauseous and tired. As a result, your understudy has to step in for you at least twice weekly during a show's run, and you're eventually let go after your fatigue causes you to flub lines during a performance.

If reasonable accommodations aren't cutting it when it comes to your ability to do your job, you may wish to consider applying for Social Security disability benefits. Social Security awards benefits to people who have medical impairments that keep them from working full-time for at least one year. Being able to show that you weren't able to work despite having accommodations can be a persuasive argument that you're eligible for benefits, so if you've been out of work (or expect to be out of work) for 12 months, you might want to check out our articles on Social Security benefits to see how you can qualify.