During the second set of the match against Lois Boisson, Dart is said to have asked the umpire: “Can you ask her to put on deodorant? She smells really bad." Her comments were reportedly picked up by a courtside microphone.
Dart subsequently apologised in an Instagram post which said: "It was a heat-of-the-moment comment that I truly regret. That's not how I want to carry myself, and I take full responsibility. I have a lot of respect for Lois and how she competed today. I'll learn from this and move forward.”
In light of this incident, we asked commentators how managers should sensitively and effectively deal with hygiene issues at work.
Conversations around hygiene require not only preparation but humanity as well, emphasised Angela O’Connor, CEO of HR consultancy The HR Lounge.
She told HR magazine: “Early in my HR career, I faced a similar situation to the Harriet Dart incident when tensions developed between two teammates sitting at adjacent desks. Instead of addressing it directly with her colleague, one employee complained loudly to others, creating embarrassment all around.
“What I learned was invaluable: these conversations require preparation, privacy and humanity. I now coach managers to have these conversations in neutral settings, speaking from a place of care rather than criticism, and focusing on specific workplace impacts rather than making it personal.”
Read more: A quarter of workers judge colleagues on their appearance
O’Connor added that managers should take time to consider how they approach the issue and phrase conversations with employees.
She said: “If action is needed, choose the right messenger: someone with rapport and respect for the individual. Frame the conversation around professional standards that apply to everyone, not personal judgments. I have found that simple phrases like: 'I wanted to mention something that might be uncomfortable, but I'm sharing it because I care about your success here', can change these challenging moments into opportunities for trust-building rather than humiliation.
“At all costs, resist developing a detailed policy. Keep it professional, empathetic and lead with common sense.”
In response to the incident, Boisson posted an edited image on Instagram of herself holding a deodorant can. The image was captioned: “Dove, apparently we need a collaboration.”
Conversations around hygiene can be at work can be challenging, acknowledged workplace culture consultant Colin Ellis.
Speaking to HR magazine, he said: “Having had to deal with it myself as a young manager, I know that addressing the issue of hygiene is one of the most difficult things to do. This is a situation that managers and the organisation cannot afford to make a mistake with, as not only can it lead to embarrassment for the employee in question but it could also open the organisation up to legal claims too.
“Equipping managers with adaptable templates and scripts ensures consistency across different situations, while offering mediation support creates a safety net for all parties. I would also suggest embedding hygiene considerations within broader wellness initiatives (if offered) to normalise these discussions and create a culture where constructive feedback becomes part of the organisational DNA rather than an awkward exception.”
Read more: Telling a colleague they smell is "hardest workplace conversation"
HR leaders and managers should acknowledge employees’ hygiene concerns and ensure full confidentiality, Ellis added.
He said: “A thorough assessment should determine whether the issue is individual or systemic before arranging a private, one-to-one conversation that balances directness with compassion. This discussion should focus on professional standards rather than personal judgement, using 'I' statements to avoid accusations while offering practical support such as flexible working or access to wellness resources. Maintaining confidential documentation of the interaction establishes accountability, while scheduling discreet follow-ups acknowledges improvements and provides ongoing support.
“Should issues persist, a clearly defined escalation pathway ensures the organisation can maintain appropriate standards while preserving employee dignity throughout the entire process.”
