Cape May County, New Jersey

• 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 -3.3 pts, relevant for advanced-services attraction strategy.
• Aging population: Median age of 52 is materially above the U.S. norm; succession planning and senior-services demand are real factors.

• Largest sector: Accommodation and Food Services employs 11,080 workers (34.5% of the top displayed sectors), at an average wage of $34,230.
• Wage stratification: Finance and Insurance averages $90,129 while Accommodation and Food Services averages $34,230, a 2.6x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Scenic and Sightseeing Transportation concentrates at 7.72x the national norm, top-decile concentration, the kind of signature sector that defines a region's economic identity to site selectors.
• Cluster depth: 10 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 4.8x sits near the ~4.1x national average; affordability is neither a clear advantage nor a recruitment friction.
• High home ownership: 80.3% owner-occupied; rental supply may be tight for incoming workers.
• Elevated vacancy: 54.9% vacancy rate; potential opportunity for redevelopment or repositioning.
• Affordable rent tiers: 3 of 5 HUD Fair Market Rent bedroom tiers sit below the 30%-of-median-income affordability threshold (~$2,278/mo).

• Succession risk is real: 31.1% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Strong participation: 91.3% 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 24,370 annual credentials.

Cape May County shows strong potential for scenic and sightseeing transportation attraction, with a 7.72x concentration and 65 jobs in this sub-sector, it ranks in the top decile nationally. Near-term succession risk is elevated, with 31.1% of the working-age population within 10 years of retirement age.

The interconnected base across scenic and sightseeing transportation, accommodation, and beverage and tobacco product manufacturing creates supply-chain attraction leverage rather than single-employer risk, a structural advantage for industrial recruitment.

Community Data Widgets
That Actually Impress

Embed premium dashboards that make site selectors stop scrolling. 20+ federal sources. Dark, light, and brand themes. One script tag. Included with CRM or standalone.