OK first, they are peers not seniors. You have as much right to speak up in a meeting as they do. However, if you are sensing there is a problem, then there almost certainly is one.
The question here is whether the problem is resentment of you for looking better than they do for taking initiative or whether they think you are bringing up issues in public that they feel should be kept within the QA team or whether they actually disagree with whatever point you are making.
The next time you feel this irritation, immediately after the meeting go to one of them and say something like "I got the feeling that you were upset at what I said in there. Can you tell me why so I don't make the same mistake again?" The answer will tell you something about their problem with you (you may have to read between the lines though, the less specific he is about what you did wrong the more likely it is that he felt you made him look bad.) If you are saying things that should not be brought up, then you need to change your behavior. But given what you said about the lack of initiative all around, this may not be the likeliest scenario. You however need to rule it out before taking any other action.
You say you waited for them to speak up first. Did you try asking them about the issue instead of bringing up the issue? Look at the Socratic method of asking leading questions. By asking for their advice in the meeting, you are showing respect for their opinions and you look less as if you are trying to grab all of the credit. However, if you think they may not actually know the answers, then don;t do this in public the first time. Try it out on them outside the Meetings first to see how they react to it.
Even though your direct boss is not involved in these meetings (perhaps especially because he is not involved), you need to discuss with him exactly what his expectations are for your participation in them and for volunteering to accept tasks, make suggestions, etc. He needs to be aware of what you are doing and why and it needs to have his seal of approval especially if it is in contradiction to what the rest of the team wants.
Now you may have an issue where these people simply don't care about doing their jobs and you do. In this case, you may need to talk to the your boss about how to handle the situation. Explain some of the cases where they didn't step up to the plate and do something and then got resentful if you did. Do this a few days after you have had your initial talk with your boss about what he expects you to do in the meetings, so that you know your behavior is appropriate.
This is the most dangerous scenario from your perspective because if they don't want to expend the effort, they are likely to try to sabotage the person who does expend the effort because he shows off their lack of engagement. You need to have management on your side in this or you may find yourself called into a meeting and let go because you are causing problems in the team.
Now it is also possible the boss has the same lackadaisical attitude as the team. In this case, this organization is likely a poor cultural fit for you. If your peers resent your attitude and your boss resents it and you have no intention of changing, then it is time to move on.