There is a lot to unpack here!
First you arrive with baggage at your new place of work, having been driven out of a job you loved and excelled at due to bullying. Bullying that severe will have damaged your self-esteem and your trust in others and made you fearful; you must address this in your own self-development.
Your amazing firm doesn't sound amazing at all. A "great culture" where there is no one managing performance, giving feedback? A "great culture" where differences are not celebrated and people can become completely isolated and have no one to discuss it with? A "great culture" where absolutely no one is monitoring levels of staff engagement? It sounds a bit shit to me!
If you sat back and did no work at all, SOMEONE would take note and do something about to. Who would that someone be and is it someone you can approach to talk to about how things are going?
Very functionally-driven, matrix organisations rely on every employ being aligned to a shared culture and global objectives and it's a terrible "miss" for them to have hired their first "breaking the mould" employee (not Oxbridge/Yale, not same technical background or age) and then just left you to flounder. Like, it is a bit obvious it could go badly wrong. They don't sound as bright as you say they are (and I speak as an Oxbridge person who is definitely not a type nor arrogant nor a horrible person who would fail to check in with a new member of the team and make sure they are doing ok for TEN MONTHS).
May I ask OP: were you in your previous job for a long time? Often if you have become fantastic in a job, it can be a proper shock to start again in a new firm. You have to cultivate relationships, build your internal network, figure out how things work and how to get things done. You may find processes and Ways of Working are completely different. If the company is as great as you say, something must have initially appealed to you about this. They must have seen something in you they loved and hired you. Are you showing up at work the way you presented at interview?
Avoid like the plague this temptation to think the rest of the team is packed with identikit super-employees brimming with confidence, brilliance, etc. They are still just people. They may have learned to "show up" in a particular way and they may all be exceptionally bright. That doesnt mean they arent human and there is no one who is struggling.
Practical suggestions then:
You need to hit the reset button and take control of the situation. You are being passive and negative and you have to snap out of it. Be brave and ASK for feedback. Put 15 mins in the diary with a team mate you think is somewhat approachable for a chat. Level with them - say you were brilliant in your last job, but ten months in you're not finding things here are as you hoped they would be. Find out how this person gets feedback and what are culturally appropriate ways to ask for feedback. If they just scoff or laugh or say "what do you mean, feedback? We don't really do that here" then explain that is a major weakness of the organisation and pretty worrying. Then you can start to ask for feedback; on tasks, on meetings, on pieces of work. Literally ask, "here's the documentation I wrote - if you have 5 mins I'd love some feedback on how it turned out". Or, contact a stakeholder after a meeting- "may I steal two minutes of your time to check in following that meeting I chaired, just want to compare notes on what you thought went well and how i could make it work better another time."
Then go back and do some of your "first 90 days" activities. Map out people you need to be your supporters, people who don't matter as much etc. Contact the people who are most important to your mission and literally ASK what is their preferred way of working and share your own. I do that with all important stakeholders and team colleagues and managers in new jobs. Do they prefer email or meetings. Do they like a 1:1 over a virtual coffee now and then. Would a team meeting or social be a good idea. Share pet hates or triggers eg meeting invites with no agenda, lateness with no warning, missing deadlines, lack of ability to upwardly manage.
It is never to late to ask and try and recalibrate this. You can lead with "I'm not sure our working relationship is as effective as it could be, so I wanted to share my own preferred way of working and make sure we are on the right track"
Don't EVER lead into these conversations with weakness or statements about feelings. It is not "I'm struggling because..." or "I'm unhappy because...". It is always, "this company/team/you appear to operate in such-and-such a was and the impact of that on me is..." and then it might be, "As a result I am becoming isolated/ not developing in role/ not able to be fully productive/ not progressing towards meeting my objectives."
Give it 3 months and if you can't turn it around and your efforts meet blank stares or empty promises, then you look for another job. It's not a good place to work.