Door County, Wisconsin

• 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 -1.7 pts, relevant for advanced-services attraction strategy.
• Aging population: Median age of 54 is materially above the U.S. norm; succession planning and senior-services demand are real factors.

• Largest sector: Accommodation and Food Services employs 2,855 workers (25.3% of the top displayed sectors), at an average wage of $28,983.
• Economic scale: Regional GDP of $2.0B (2024) with per-capita income of $82,172.
• Wage stratification: Finance and Insurance averages $77,854 while Accommodation and Food Services averages $28,983, a 2.7x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Scenic and Sightseeing Transportation concentrates at 19.98x 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 4.6x 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.
• Elevated vacancy: 38.7% 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 (~$1,870/mo), a clear cost-of-living advantage for workforce attraction.

• Succession risk is real: 32.1% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Strong participation: 94.8% labor force participation among working-age residents indicates an engaged, available workforce.
• Short commutes: 16.9-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 27,191 annual credentials.

Door County shows strong potential for scenic and sightseeing transportation attraction, with a 19.98x concentration and 56 jobs in this sub-sector, it ranks in the top decile nationally. Near-term succession risk is elevated, with 32.1% of the working-age population within 10 years of retirement age.

The interconnected base across scenic and sightseeing transportation, machinery manufacturing, 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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