Posted in Using Data to Determine Regional Talent Demand
1. Analyze Cost of Living by Borough
- Use publicly available data (e.g., NYC Housing Authority, NYC Department of City Planning, MIT Living Wage Calculator, Numbeo) to measure housing, transportation, childcare, food, and healthcare costs.
- This helps identify which industries/jobs provide wages that meet or fall below local living standards.
2. Match Cost of Living to Wage Data- Compare the borough-specific cost of living with wage data from the NYC Labor Market Information System (LMIS) or the Bureau of Labor Statistics (BLS).
- Identify sectors where wages do not align with the minimum income required to sustain residents (e.g., service jobs in Manhattan vs. the cost of rent).
- Compare the borough-specific cost of living with wage data from the NYC Labor Market Information System (LMIS) or the Bureau of Labor Statistics (BLS).
- 3. Assess Labor Market Supply & Demand
- Pull job posting data (e.g., EMSI, Burning Glass, Indeed, LinkedIn insights).
- Identify in-demand occupations by borough (e.g., healthcare in the Bronx, tech in Brooklyn, construction in Staten Island).
- Track industries with high vacancy rates to see where talent pipelines are weak.
- Pull job posting data (e.g., EMSI, Burning Glass, Indeed, LinkedIn insights).
- 4. Map Skills & Education Levels
- Use American Community Survey (ACS) and NYC DOE/college reports to track education levels and workforce skills by borough.
- Match resident qualifications with available jobs (e.g., do Queens residents with associate degrees align with manufacturing roles in Long Island City?).
- Use American Community Survey (ACS) and NYC DOE/college reports to track education levels and workforce skills by borough.
- 5. Identify Talent Gaps
- Compare skills available (education, certifications, training programs) vs. skills in demand (employer job postings, occupational forecasts).
- For example, if Brooklyn has many residents with IT certifications but Manhattan has most IT job postings, that indicates a need for talent mobility strategies.
- Compare skills available (education, certifications, training programs) vs. skills in demand (employer job postings, occupational forecasts).
- 6. Incorporate Equity & Access Factors
- Disaggregate by neighborhood demographics (race, ethnicity, immigrant status, age) to see where underutilized talent exists.
- Overlay transit accessibility data (MTA maps, commute times) to see if geography restricts workers from accessing high-wage opportunities.
- Disaggregate by neighborhood demographics (race, ethnicity, immigrant status, age) to see where underutilized talent exists.
- 7. Build Insights for Action
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Training alignment: Recommend workforce development programs that upskill residents to meet high-demand roles.
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Employer engagement: Show employers where untapped talent resides.
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Policy advocacy: Use the cost-of-living vs. wage gap analysis to argue for wage increases, childcare subsidies, or transportation investment.
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Training alignment: Recommend workforce development programs that upskill residents to meet high-demand roles.
