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Our Process
This graphic is a blueprint representation of our voices, opinions, and thoughts while developing the direction of our project.
Our Process
Survey Insights

The 2020-2021 Wilson Leadership Institute distributed a 52 question survey digitally to young adults in Wilson County, targeting individuals between the ages of 18 and 40. The cohort received ~75 responses from self-identified young professionals across Wilson County over the span of two months. These responses serve to inform the cohort on the variety of experiences and perspectives of young professionals living in Wilson including factors behind their choice to stay/relocate here, definitions of what a “young professional” is, barriers they experience in the community, and their vision of the future of Wilson. In evaluating these responses and using them as a guide in the research that the cohort collected, we hope that they serve to illuminate the diverse experiences of young professionals in our community, and how we may better support the attraction and retention of this population in Wilson County.


Survey Respondents Who Grew Up in Wilson or Surrounding Areas:


Survey Respondents Who Work in Wilson:

Survey Respondents’ Average Rating for Work Experience:
7.6 out of 10

Survey Respondents’ Who Have Been in their Profession less than 5 Years:

Survey Respondents’ Who Have Been in their Profession less than 5 Years:


Survey Respondents’ That Feel They “Have Community” in Wilson:

Survey Respondents’ Average Willingness to Become Involved:
4.2 out of 5


Survey Respondents’ Average Rating On Hopefulness for their Future in Wilson:
4.2 out of 5

Survey Insights
What is Wilson Already Doing?
Research Links
Research Links

Feiler, D. C., & Kleinbaum, A. M. (2015). Popularity, Similarity, and the Network Extraversion Bias. Psychological Science, 26(5), 593–603.


Qian, X., & Jaller, M. (2020). Bikesharing, equity, and disadvantaged communities: A case study in Chicago. Transportation Research Part A: Policy and Practice, 140, 354–371.


Wysen, K. (2021). Listen and be ready to shift: How racial equity and community leadership launched “communities of opportunity”. Journal of Public Health Management and Practice : JPHMP, 27(1), E48–E56.


Centers for Disease Control and Prevention. (2020). Community health. U.S. Department of Health and Human Services. Retrieved from


Office of Disease Prevention and Health Promotion. (2020). Health-related quality of life and well-being. Healthy People 2020. U.S. Department of Health and Human Services. Retrieved from…


Njemanze, I. (2016). How can firms located in rural areas better position themselves to attract and retain millennial talent? Retrieved 12/02/20 from Cornell University, ILR School site:


Verma, P., Ford, J. A., Stuart, A., Howe, A., Everington, S., & Steel, N. (2016). A systematic review of strategies to recruit and retain primary care doctors. BMC health services research, 16, 126.

Dobrev, SD, Merluzzi, J. Stayers versus movers: Social capital and early career imprinting among young professionals. J Organ Behav. 2018; 39: 67– 81.

Marcie Zaharee, Tristan Lipkie, Stewart K. Mehlman, & Susan K. Neylon (2018) Recruitment and Retention of Early-Career Technical Talent, Research-Technology Management, 61:5, 51-61, DOI: 10.1080/08956308.2018.1495966

Articles which discuss/examine diversity in community: 

Lichter, D. T. (2012). Immigration and the new racial diversity in rural America. Rural Sociology, 77(1), 3-35. 


Comprehensive Plan 2030:


Comprehensive Plan Progress Report 2019:


Wilson Miracle Field:



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