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Most people are poor because of their own poor choices! Period!! I am a very successful small businessman that came from nothing and I can attest to this as nearly all my friends are the same as me and we talk about it quite often. A very wealthy friend said it best to me. You can take every dollar from the rich and give it to the poor and in six months I will be on my way to being rich again and they will be on their way to being poor . Creating wealth is all about wise choices ( and other factors) coupled with talent and some have far more talent in this area then others. ( yes making money is a talent) I laugh at some here that sit on their butts here complaining about their situation . If you you have time to sit on your butt here and are unhappy about ones financial situation, you are a example of using your time poorly i.e. poor choice. We all get the same 24 hours a day, some use it far more wisely then others....
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We don't all get the same:
Now a "field experiment" by NBER Faculty Research Fellows Marianne Bertrand and Sendhil Mullainathan measures this discrimination in a novel way. In response to help-wanted ads in Chicago and Boston newspapers, they sent resumes with either African-American- or white-sounding names and then measured the number of callbacks each resume received for interviews. Thus, they experimentally manipulated perception of race via the name on the resume. Half of the applicants were assigned African-American names that are "remarkably common" in the black population, the other half white sounding names, such as Emily Walsh or Greg Baker.
To see how the credentials of job applicants affect discrimination, the authors varied the quality of the resumes they used in response to a given ad. Higher quality applicants were given a little more labor market experience on average and fewer holes in their employment history. They were also portrayed as more likely to have an email address, to have completed some certification degree, to possess foreign language skills, or to have been awarded some honors.
In total, the authors responded to more than 1,300 employment ads in the sales, administrative support, clerical, and customer services job categories, sending out nearly 5,000 resumes. The ads covered a large spectrum of job quality, from cashier work at retail establishments and clerical work in a mailroom to office and sales management positions.
The results indicate large racial differences in callback rates to a phone line with a voice mailbox attached and a message recorded by someone of the appropriate race and gender. Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback. This would suggest either employer prejudice or employer perception that race signals lower productivity.
The 50 percent gap in callback rates is statistically very significant, Bertrand and Mullainathan note in Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination (NBER Working Paper No. 9873). It indicates that a white name yields as many more callbacks as an additional eight years of experience. Race, the authors add, also affects the reward to having a better resume. Whites with higher quality resumes received 30 percent more callbacks than whites with lower quality resumes. But the positive impact of a better resume for those with Africa-American names was much smaller.