This study assessed the implementation of section 11 of the Gender Equality Act in the public sector which provides for a 60 40 gender quota in recruiting staff to the public service. Thus the study’s objectives were examining the awareness of recruiters i n the public service, evaluating the measures taken in incorporating the section in recruitment processes and discussing the challenges that public servants are experiencing with the implementation of the section. The study used a mixed method study design to explore the issues and analyse the findings. The study found that implementation of the section is being done in a haphazard manner as laws and policies guiding the recruitment process in the public service have not been updated to explicitly incorporate the provisions, leaving the process to human interpretation. Some of the notable challenges included outdated policies, lack of political will, unavailability of gender focal point officers, lack of gender mainstreaming initiatives and vacancies. The study thus concluded that there is little effort being put in place to ensure the implementation of the section. The study’s conclusion entails the need to re strategize as far as implementation of the section is concerned.