Lawrence County, Ohio

• Income gap: Households earn meaningfully less than the national median, which directly affects retail demand, housing absorption, and tax base.
• Elevated poverty: At 17.7%, the rate is in distressed-county territory and supports federal funding narratives (CDFI, NMTC, EDA).
• Talent gap: Bachelor's-or-higher attainment trails the national average by 17.2 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 3,394 workers (33.6% of the top displayed sectors), at an average wage of $48,471.
• Wage stratification: Construction averages $69,260 while Accommodation and Food Services averages $19,461, a 3.6x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Nonmetallic Mineral Product Manufacturing concentrates at 5.43x 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.

• Affordable market: Home value to income ratio of 2.5x is well below the ~4.1x national average; supports talent attraction and family settlement narratives.
• High home ownership: 72.3% owner-occupied; rental supply may be tight for incoming workers.
• Elevated vacancy: 14.6% vacancy rate; potential opportunity for redevelopment or repositioning.
• Broadly affordable rents: All 5 HUD Fair Market Rent bedroom tiers sit below the 30%-of-median-income affordability threshold (~$1,458/mo), a clear cost-of-living advantage for workforce attraction.

• Succession risk is real: 24.0% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Talent pipeline: 6 local institutions feed the workforce; the top three combined produce 39,395 annual credentials.

Lawrence County shows strong potential for nonmetallic mineral product manufacturing attraction, with a 5.43x concentration and 199 jobs in this sub-sector, it ranks in the top decile nationally. Near-term succession risk is elevated, with 24.0% of the working-age population within 10 years of retirement age.

The interconnected base across nonmetallic mineral product manufacturing, support activities for transportation, and nursing and residential care facilities creates supply-chain attraction leverage rather than single-employer risk, a structural advantage for industrial recruitment.

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