Union County, Georgia

• 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 8.8 pts, relevant for advanced-services attraction strategy.
• Aging population: Median age of 56 is materially above the U.S. norm; succession planning and senior-services demand are real factors.

• Largest sector: Retail Trade employs 1,314 workers (31% of tracked sectors), at an average wage of $33,020.
• Economic scale: Regional GDP of $1.3B (2024).
• Wage stratification: Professional, Scientific, and Technical Services averages $83,840 while Accommodation and Food Services averages $23,710, a 3.5x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Building Material and Garden Supply Retailers concentrates at 3.53x the national norm, strong concentration that anchors the local economy and supports supply-chain attraction strategy.
• Cluster depth: 7 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: 84.4% owner-occupied; rental supply may be tight for incoming workers.
• Elevated vacancy: 24.2% vacancy rate. In resort, rural, and seasonal markets much of this is recreational/seasonal (second homes), not available supply; confirm the vacancy-by-reason split before treating it as a redevelopment opportunity.
• Broadly affordable rents: All 5 HUD Fair Market Rent bedroom tiers sit below the 30%-of-median-income affordability threshold (~$1,654/mo), a clear cost-of-living advantage for workforce attraction.

• Succession risk is real: 33.7% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Low participation: 46.2% labor force participation suggests untapped capacity; workforce development programs may unlock supply.
• Short commutes: 21.8-minute mean commute is a quality-of-life and labor-access advantage worth surfacing for site selectors.
• Talent pipeline: 6 regional institutions feed the workforce; the top three combined produce 31,835 annual credentials.

Union County shows meaningful potential for building material and garden supply retailers attraction, with a 3.53x concentration and 244 jobs in this sub-sector. Near-term succession risk is elevated, with 33.7% of the working-age population within 10 years of retirement age.

The interconnected base across building material and garden supply retailers, truck transportation, and creates supply-chain attraction leverage rather than single-employer risk, a structural advantage for industrial recruitment.