I have heard of an anecdote that in some company, can't remember which, when meeting to take a decision, they would have people speak up in order of seniority, from the most junior to the most senior in the room. That way they could avoid the problem you're describing: you don't risk contradicting someone preceived as more experienced, or worse, your boss.
I found that an elegant solution, at least in abstract, I've never actually see it in practical use.
I can see how this sounds good, but my first reaction is that I think it is the kind of thing that would work great in a really good team that wouldn't even need it, and it would be awful for juniors in the kind of team that would get really excited about implementing it. Who wants to speak up when you don't know the ropes, you haven't gotten used to the social dynamic, etc? Seems to select for people with excessive confidence, who already have no difficulty advancing themselves.
This model seems insufficient and exclusionist to people who are socially withdrawn, or have a social disability, or come from a marginalized background, or any of the myriad reasons some developers already don't speak up. But it's a good starting point. I just would not implement it without additional frameworking to guide and encourage useful input from the juniors. In which case, if you're putting in the effort to understand why people aren't speaking more freely, this framework may be superfluous (or it could still be a valuable part of your practices).
I found that an elegant solution, at least in abstract, I've never actually see it in practical use.