Miami County, Kansas

• Income gap: Households earn meaningfully less than the national median, which directly affects retail demand, housing absorption, and tax base.
• Talent gap: Bachelor's-or-higher attainment trails the national average by 4.7 pts, relevant for advanced-services attraction strategy.
• Aging population: Median age of 42 is materially above the U.S. norm; succession planning and senior-services demand are real factors.

• Largest sector: Health Care and Social Assistance employs 1,338 workers (21.5% of the top displayed sectors), at an average wage of $45,680.
• Wage stratification: Administrative and Support and Waste Management averages $87,086 while Accommodation and Food Services averages $19,269, a 4.5x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Nursing and Residential Care Facilities concentrates at 3.64x the national norm, strong concentration that anchors the local economy and supports supply-chain attraction strategy.
• Cluster depth: 8 sub-sectors register LQ ≥ 1.5, suggesting an interconnected industrial base rather than reliance on a single employer or sector.
• Attraction whitespace: 8 sub-sectors register LQ < 0.5, candidates for diversification or recruitment depending on labor-market fit.

• In line with national: Home value to income ratio of 3.2x sits near the ~4.1x national average; affordability is neither a clear advantage nor a recruitment friction.
• High home ownership: 78.2% owner-occupied; rental supply may be tight for incoming workers.

• Succession risk is real: 25.2% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Strong participation: 89.6% labor force participation among working-age residents indicates an engaged, available workforce.
• Talent pipeline: 6 local institutions feed the workforce; the top three combined produce 17,685 annual credentials.

Miami County shows meaningful potential for nursing and residential care facilities attraction, with a 3.64x concentration and 707 jobs in this sub-sector. Near-term succession risk is elevated, with 25.2% of the working-age population within 10 years of retirement age.

The interconnected base across nursing and residential care facilities, printing and related support activities, and gasoline stations and fuel dealers creates supply-chain attraction leverage rather than single-employer risk, a structural advantage for industrial recruitment.

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