**1. Introduction**

International migration has meant that the proportion of older adults with a migrant background who needs eldercare has increased. The ethnic diversity among the personnel in the welfare sector has at same time enlarged [1]. In eldercare today, caregivers and care recipients born in different countries worldwide meet. International migration thus has several implications for eldercare. Knowledge about how processes of globalization affect local practice can be an essential puzzle for understanding and designing care for the elderly. In such contexts, it can be of great importance to let those born abroad and who work with the older adults have a say in sharing their personal experiences. This is especially central as the knowledge described at best serve as a guide for further action. The referred eldercare work experiences will be fundamental in terms of both the potential for change and development in forthcoming improvements. But also, in matters concerning the management of working conditions, gender equality and antiracist social work.

A concrete solution to handle an ageing population in Europe has been to employ people from other parts of the world. It is about women migrating to the "developed" world to perform care work. The result of women's migration is that it provides care in the developed countries at the same time as developing countries are impoverished on care and the migration chain constitutes a kind of global 'care drain' [2]. The awareness of the phenomenon has meant that the global care chain has become an increasingly used concept in research since Hochschild introduced it in 2000. It is mainly used to identify several problems that arise in connection with migration and to understand its consequences [3]. In 2017, approximately 150,000 people worked with care and nursing in certain forms of housing for the elderly. Of them, 28 per cent were born in a country other than Sweden. In Stockholm County, 55 per cent of the personnel group were migrants [4]. This means that migrants are fundamental for nursing the older adults now and forewords.

There are various problem areas to analyse when it comes to the organisation of eldercare. There are quite small changes that have been made in the field over several decades in terms of the content and nature of the work. Of course, more people have training now than before, but the staff 's level of training, alignment, recruitment strategies and working conditions have not developed satisfactorily. It has also been noted that there is an imbalance between requirements and resources for first-line managers working in human treatment organisations [5] and in several of the Swedish Work Environment Authority's inspections, inadequacies are highlighted such as lack of routines for annual systematic environment work, weak introduction of new employees, too little operating resources, weak follow up of high workload for first-line managers and few supporting resources for the occupational group.
