They would need to amend their adoption agreement, but probably not too big of an issue. You'd need to talk with HR, and let them know that you would like to participate, and show them that it's not an IRS rule barring you from participating, but a rule voluntarily adopted by the company.
They could just be using a prototype plan (provided by fidelity or the third party administrator if they have one). Prototype plans are basically plan templates for how the plan operates that have been designed to meet whatever IRS and Department of Labor regulations exist. As a default feature of that plan may be the minimum age of 21. They may have never really thought about letting anyone under 21 into the plan and perhaps the issue has never even come up. If you work at a relatively small company, this is likely.
Another scenario is that they just don't want people under age 21 in the plan (which is perfectly legal). They could have done some analysis or been advised that statistically, individuals under 21 that do participate may have fairly small balances and high turnover. There is a higher ratio of expense to balance on the low balance accounts. The higher turnover would mean more paperwork for HR and more trouble than its worth. In many plans, the plan expenses are paid for out of forfeitures that could otherwise be allocated to active participants or by the employer.
They can't just make an exception specifically for you. One of the reasons why 401(k) plans have the tax exempt status is because they do not discriminate. Allowing you eligibility into the plan and nobody else under 21 could cause trouble with the IRS/DOL.
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