Bridgestone Corporation
Public Relations Department
1-1, Kyobashi 3-chome
Chuo-ku, Tokyo 104-8340 Japan
Phone : +81 3-6836-3333
Fax : +81 3-6836-3184
23rd March 2018

This document has been translated for reference only from the original Japanese-language
document. If there are any differences or discrepancies between the original Japanese-language
and this English translation, the original Japanese-language supersedes this English translation.

Notice Concerning Introduction ofPerformance Share Unit Plan
Tokyo (March 23, 2018) - Bridgestone Corporation (the "Company") has announced that theCompensation Committee resolved to introduce Performance Share Unit (the “Plan”) as theperformance-based stock compensation method for the Bridgestone Executive Compensation
system during the meeting on March 23, 2018. With this introduction, the existing Stock
Compensation-type Stock Option introduced in 2009 will be discontinued.

1. Purpose of Introduction of the Plan
The introduction of the Plan is intended to further increase the motivation and drive of theCompany’s Executive Officers including those who concurrently serve as Members of the Board(the “Recipients”) for achieving the mid-term business performance goal and enhancing theCompany’s long-term value. This plan also will further promote the sharing of benefits and risks ofshare price fluctuations with shareholders by vesting the Company’s shares (the “Shares”) during
the tenure as Executive Officers.

2. Outline of the Plan
The Company will provide the stock compensation and cash compensation to the Recipients, inaccordance with the rate of the achievement of the Company’s performance targets (the “Targets”)
set beforehand by the Compensation Committee. The rate will be measured after three (3) years ofa performance evaluation period. In consideration of the amount of the income tax, etc. imposedon the Recipients, the Shares and the money provided will each be 50 percent of the entirety of theassets to be granted to the Recipients under the Plan. The Company will provide the monetarycompensation receivables on the delivery date to the Recipients as the compensation to be allotted
for the payment of the Shares to be delivered to the Recipients under the Plan. The Company’s
consolidated ROE and Operating Profit will be used as the target indices.

3. Individual Number of Deliverable Shares and Individual Amount of Cash Payment(1) Standard number of shares per job titleCEO and
Representative
Executive Officer

COO andRepresentative
Executive Officer

Executive Vice
President andExecutive Officer

Senior Vice
President andExecutive Officer

27,700 shares

24,800 shares

11,600 shares

7,800 shares(2) Formulas of Individual Number of Deliverable Shares and Individual Amount of CashPayment① Individual Number of Deliverable Shares (any number of shares less than 100 shares will be
rounded up to 100 shares)

Standard number of shares
× 50%
×per jobtitle ××

Achievement
Rate*1② Individual Amount of Cash Payment (any amount less than 10,000 yen will be rounded up toa unit of 10,000 yen)Standard number of shares
× 50% ×per job title

Achievement
Rate*1

×Company’sshare price*2*1 Calculation of Achievement RateAchievement Rate A
based on consolidated
ROE index
×0.8＋Achievement Rate B
based on consolidated
Operating Profit index

×0.2

Achievement Rate will vary from 0 % to 200% in accordance with Consolidated
ROE and Operating Profit during performance evaluation period.

*2 Company’s share priceClosing price of the Shares at the Tokyo Stock Exchange on the date one (1)business day prior to the passing of the resolution at the Board of Directors of
the Company at which the issuance of the new Shares or the disposal of theCompany’s treasury shares for delivery of the Shares under the Plan is resolved
after three (3) years of performance evaluation period (if there is no trading on
the said date, the closing price of the trading day immediately preceding suchdate).

(3) Treatment of new appointments or position changes
In the case of new appointments or position changes of Recipients, the individual number ofdeliverable shares and individual amount of cash payment will be provided on a pro-ratabasis for each position’s tenure.

4. Other items of the Plan
(1) Performance Evaluation Period
From January 1, 2018, to December 31, 2020
It is three (3) years from the commencement date of each business year and set
for each year in which each Plan starts.

(2) Time of delivery
The Shares will be delivered and the cash will be paid, pursuant to resolution of theCompensation Committee concerning monetary compensation receivables and the Board ofDirectors of the Company concerning issuance of the new Shares or the disposal ofCompany’s treasury shares for delivery of the Shares under the Plan, within the period of two(2) months from the closing of the Company’s Annual Shareholders’ Meeting concerning final
business year of performance evaluation period.

(3) Method of delivery
Stock compensation will be provided in the way of issuing new shares or disposing theCompany’s treasury shares.

[ Reference ] The Company is planning to introduce Performance Share Unit, the same scheme asabove, to the Company’s Corporate Officers as well.

About Bridgestone Corporation:
Bridgestone Corporation, headquartered in Tokyo, is the world’s largest tire and rubber company. In
addition to tires for use in a wide variety of applications, it also manufactures a broad range ofdiversified products, which include industrial rubber and chemical products and sporting goods. Its
products are sold in over 150 nations and territories around the world.

-end-