Lewis and Clark County, Montana

• 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 -7.3 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 5,629 workers (22.4% of the top displayed sectors), at an average wage of $60,280.
• Economic scale: Regional GDP of $5.7B (2024) with per-capita income of $67,391.
• Wage stratification: Finance and Insurance averages $112,569 while Accommodation and Food Services averages $23,834, a 4.7x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Religious, Grantmaking, Civic, Professional Orgs concentrates at 3.65x the national norm, strong concentration that anchors the local economy and supports supply-chain attraction strategy.
• Cluster depth: 3 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 5.0x sits near the ~4.1x national average; affordability is neither a clear advantage nor a recruitment friction.
• High home ownership: 70.1% owner-occupied; rental supply may be tight for incoming workers.

• Succession risk is real: 23.8% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Strong participation: 88.9% labor force participation among working-age residents indicates an engaged, available workforce.
• Short commutes: 18.3-minute mean commute is a quality-of-life and labor-access advantage worth surfacing for site selectors.
• Talent pipeline: 6 local institutions feed the workforce; the top three combined produce 7,525 annual credentials.

Lewis and Clark County shows meaningful potential for religious, grantmaking, civic, professional orgs attraction, with a 3.65x concentration and 1,349 jobs in this sub-sector. Near-term succession risk is elevated, with 23.8% of the working-age population within 10 years of retirement age.

The interconnected base across religious, grantmaking, civic, professional orgs, sporting goods, hobby, musical instrument, book, and misc. retailers, and animal production and aquaculture creates supply-chain attraction leverage rather than single-employer risk, a structural advantage for industrial recruitment.

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