Bonner County, Idaho

• 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 7.1 pts, relevant for advanced-services attraction strategy.
• Aging population: Median age of 48 is materially above the U.S. norm; succession planning and senior-services demand are real factors.

• Largest sector: Retail Trade employs 2,444 workers (21% of tracked sectors), at an average wage of $37,913.
• Economic scale: Regional GDP of $2.5B (2024).
• Wage stratification: Finance and Insurance averages $92,348 while Accommodation and Food Services averages $25,685, a 3.6x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Forestry and Logging concentrates at 17.05x 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.

• Stretched market: Home value to income ratio of 7.3x is well above the ~4.1x national average; attainable workforce housing may be a recruitment friction.
• High home ownership: 78.3% owner-occupied; rental supply may be tight for incoming workers.
• Elevated vacancy: 24.5% 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.
• Affordable rent tiers: 3 of 5 HUD Fair Market Rent bedroom tiers sit below the 30%-of-median-income affordability threshold (~$1,674/mo).

• Succession risk is real: 29% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Low participation: 53.7% labor force participation suggests untapped capacity; workforce development programs may unlock supply.
• Talent pipeline: 6 regional institutions feed the workforce; the top three combined produce 17,074 annual credentials.

Bonner County shows strong potential for forestry and logging attraction, with a 17.05x concentration and 81 jobs in this sub-sector. It ranks in the top decile nationally. Near-term succession risk is elevated, with 29% of the working-age population within 10 years of retirement age.

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