Colorado County, Texas

• 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 12.8 pts, relevant for advanced-services attraction strategy.
• Aging population: Median age of 43 is materially above the U.S. norm; succession planning and senior-services demand are real factors.

• Largest sector: Manufacturing employs 1,203 workers (30.9% of the top displayed sectors), at an average wage of $69,228.
• Wage stratification: Real Estate and Rental and Leasing averages $93,278 while Retail Trade averages $42,307, a 2.2x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Nonmetallic Mineral Product Manufacturing concentrates at 22.32x 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 3.2x sits near the ~4.1x national average; affordability is neither a clear advantage nor a recruitment friction.
• High home ownership: 79.5% owner-occupied; rental supply may be tight for incoming workers.
• Elevated vacancy: 21.4% vacancy rate; potential opportunity for redevelopment or repositioning.
• Affordable rent tiers: 4 of 5 HUD Fair Market Rent bedroom tiers sit below the 30%-of-median-income affordability threshold (~$1,659/mo).

• Succession risk is real: 25.9% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Strong participation: 84.5% 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 48,998 annual credentials.

Colorado County shows strong potential for nonmetallic mineral product manufacturing attraction, with a 22.32x concentration and 449 jobs in this sub-sector, it ranks in the top decile nationally. Near-term succession risk is elevated, with 25.9% of the working-age population within 10 years of retirement age.

The interconnected base across nonmetallic mineral product manufacturing, animal production and aquaculture, and crop production creates supply-chain attraction leverage rather than single-employer risk, a structural advantage for industrial recruitment.

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