**8. Conclusions**

How can we avoid racism in the workplace? In one sense, it may be difficult to avoid since racialisation is an accumulation of societal climate and political

#### *The Challenge of Migration in Swedish Eldercare: Experiences of Everyday Racism DOI: http://dx.doi.org/10.5772/intechopen.106609*

movements. Therefore, it is essential to understand these processes' social consequences and how racism has become part of the power relationships in society. Racism is a socio-cultural relationship that exists at both a symbolic and an interactive level. Care professionals make racism meaningful when they characterise or reinforce each other's ethnic identities based on historical descriptions, representations and everyday societal perceptions.

Therefore, care workers' experiences make us aware of their working conditions, and this knowledge is fundamental in facilitating change and creating equality in the workplace. In the article: *Do black lives matter in the workplace? Restorative justice is a means to reclaim humanity* [58]. Based on a North American context, the authors state that organisations need to build a different legal framework to act against racism in the workplace. They also suggest that organisations should consider finding ways to repair the damage caused by workplace racism to rebuild confidence among their employees. The recommendations to management and leaders are to:


Essed [46] argues in favour of reformulating racism and claiming that it is an everyday problem. In her analysis, everyday racism must be combat through culture and other structural relationships in the social system. The different mechanisms relate in complex ways, and Essed believes that fragmented policies cannot counteract these. We cannot address covert conditions unless the dominant workplace culture is receptive to change. Based on the existing framework for labour laws and regulations in Sweden, social service organisations must understand and call attention to racism through the care workers' experiences. With this knowledge in place, workplaces in eldercare services can actively determine work methods that promote an antiracist working life and equality in the workplace.

### **Acknowledgements**

The research for this paper was financially supported by the region of Skåne, The City of Malmö and Malmö university through the research and development program called The Challenges of Migration. In developing the ideas presented here, I have received a helpful contribution from the Eldercare and Welfare Administration in Malmö city. This study was conducted with ethical clearance from the local Ethical Committee of Malmö University.
